RESUME DATABASE MANAGEMENT: Getting the Greatest Value From Candidate Data
Once upon a time, recruiting teams managed paper resumes in file folders. Or perhaps they kept Rolodexes full of contact names and a few tidbits about skills. Today, however, most candidates apply for jobs online by submitting some form of electronic resume-including PDFs, Word docs, auto-filled online applications, and even social media links. Many passive jobseekers keep web-based profiles available as well, even when they aren't actively seeking employment.
But how do you collect all this diverse information into a well-rounded and useful resume database?
Resume database management is critical to your ability to identify top talent, match open requisitions to valuable skill sets, and build and nurture a long-term talent pool. Without the right tools, however, it's tremendously difficult to turn a basic resume database into something that delivers ongoing value.
Some of the most important things to look for in resume database management technology include:
- Easy import, export, and viewing--regardless of file format. To begin with, this means having a straightforward, automated way to get all kinds of resume information both into your database, and easily accessible by those who need the information. This is necessary if you are going to provide a positive experience for recruiters (who don't have time to convert files on their end, or open numerous applications just to get a full picture of a candidate) and also for candidates (who are looking for an easy way to leverage information in the format they have already created, without retyping just to suit one employer's requirements).
- Search and filter tools. Clearly, after you load resumes into your database, you need a way to make the information it contains usable. You need strong, built-in search and filtering capabilities that not only enable you to quickly find specific applicants, but also search your database for specific skills or attributes. By making your resume database more functional, you create longer lasting value in your talent pool.
- Integration with online application process and Applicant Tracking System. Not all resumes you collect will come from candidates who apply online for specific jobs--but many will. Be sure your resume database technology will allow you to manage resumes from different sources and easily integrate with any existing Applicant Tracking System you might have in place. Better yet, look for a comprehensive recruiting platform that understands how and where you source, and that is designed to feed resumes--regardless of format--directly into the application and hiring processes.
- Integration with Candidate Relationship Management tools. Good resume database management means maximizing the value of prospect data, even if they aren't a fit for an immediate job opening. Ideally, you want technology that will enable you to leverage resume information and apply it to your candidate relationship strategy, so you can nurture prospects and keep them interested in what your company has to offer.
But how do you collect all this diverse information into a well-rounded and useful resume database?
Resume database management is critical to your ability to identify top talent, match open requisitions to valuable skill sets, and build and nurture a long-term talent pool. Without the right tools, however, it's tremendously difficult to turn a basic resume database into something that delivers ongoing value.
Some of the most important things to look for in resume database management technology include:
- Easy import, export, and viewing--regardless of file format. To begin with, this means having a straightforward, automated way to get all kinds of resume information both into your database, and easily accessible by those who need the information. This is necessary if you are going to provide a positive experience for recruiters (who don't have time to convert files on their end, or open numerous applications just to get a full picture of a candidate) and also for candidates (who are looking for an easy way to leverage information in the format they have already created, without retyping just to suit one employer's requirements).
- Search and filter tools. Clearly, after you load resumes into your database, you need a way to make the information it contains usable. You need strong, built-in search and filtering capabilities that not only enable you to quickly find specific applicants, but also search your database for specific skills or attributes. By making your resume database more functional, you create longer lasting value in your talent pool.
- Integration with online application process and Applicant Tracking System. Not all resumes you collect will come from candidates who apply online for specific jobs--but many will. Be sure your resume database technology will allow you to manage resumes from different sources and easily integrate with any existing Applicant Tracking System you might have in place. Better yet, look for a comprehensive recruiting platform that understands how and where you source, and that is designed to feed resumes--regardless of format--directly into the application and hiring processes.
- Integration with Candidate Relationship Management tools. Good resume database management means maximizing the value of prospect data, even if they aren't a fit for an immediate job opening. Ideally, you want technology that will enable you to leverage resume information and apply it to your candidate relationship strategy, so you can nurture prospects and keep them interested in what your company has to offer.
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