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Matthew Kosinski
www.recruiter.com
®
Next-Generation Tools for Your Recruitment Software
Job seekers create anonymous profilesRecruiter attracts top candidates who tell us what it would take for them
to change jobs and join a great company like yours. We engage our
candidates on a daily basis.
Recruiter sends curated jobs to candidatesWe leverage our proprietary technology to find the right talent for your
company from our pool of passive job seekers. Our algorithm learns over
time to provide more targeted matching.
Recruiting professionals step in and engageOur team of professional recruiters hand pick potential targets and work
closely with your hiring team to set up a job interview. Recruiter’s platform
is efficient and saves you time and money.
You’ll love working with this Recruiter.
“Recruiter makes finding great
employees easy. It cuts through
the clutter and gets back to
the basics of finding and
hiring great people.”
- Robert Ryff
Development Datalytics Technologies LLC
LEARN MORE NOWwww.recruiter.com
What’s InsideIt All Starts with a Resume . . . . . . . . . . . 5
The Challenges of
Talent Acquisition . . . . . . . . . . . . . . . . . . 6
The Current State of the
Talent Acquisition Industry . . . . . . . . . . 8
Why You Need a Resume Parser . . . . . .11
Why Your ATS or Job Board
Needs Automation . . . . . . . . . . . . . . . . . 13
What Should You Look for in
Great Parsing Software? . . . . . . . . . . . . 15
Use Case: Ramco . . . . . . . . . . . . . . . . . . 18
Use Case: EmptyLemon . . . . . . . . . . . . 22
Use Case: Clockwork . . . . . . . . . . . . . . 24
Conclusion . . . . . . . . . . . . . . . . . . . . . . . 25
5 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
Talent acquisition has transformed from a simple,
but necessary business function into a massive industry,
one driven by tech-based solutions, data analysis,
and increasingly specialized recruiting tactics.
But no matter how talent acquisition evolves over
time, one thing has been – and always will be true:
above all, the purpose of recruiting is to find the best
candidates to fill open jobs.
When you get down to it, making a great hire always
starts with a resume. The resume is the basic building
block of recruiting. Anybody who wants a job has to
make a resume first. Any recruiter who wants to find
high-quality talent has to dig through resumes to
locate it.
Almost every great hire any company has ever made
has started with a resume.
It All Starts with a Resume
6 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
The Challenges of Talent Acquisition
Resumes are critical documents, in that they
contain all the information a recruiter needs
to find the best talent. Work experience,
job history, achievements, skill sets,
credentials, qualifications: it’s all there in
a candidate’s resume.
But these critical documents are not easy
to manage. Some recruiters must still sort
through paper resumes by hand, and even
the advent of digitized resumes has not
solved all the challenges inherent in the
process of managing resumes.
Recruiters still have to read through all the
resumes they receive. They must still keep track
7 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
of these resumes on their computers. Finding
the information you want in a sea of resumes is
still quite difficult.
All of this takes a tremendous amount of time.
Recruiters must spend less time with candidates
and more time digging through resumes. This is
not only frustrating for the recruiters, but also for
the job seekers, who will grow tired of waiting for
recruiters to read through all the resumes they
receive and reach out to them. These job seekers
will likely drop out of the hiring process and seek
opportunities elsewhere.
Strangely enough, all that time recruiters spend
sifting through resumes to find the best candidates
actually serves to drive talent away.
Applicant Tracking Systems (ATSs) can offer a partial
solution to this problem by turning digital resumes
into databases. Even then, however, recruiters must
expend much energy and effort managing resumes
via ATSs. Recruiters must often manually transfer
candidate data from the resumes into their ATSs –
and once the data is there, recruiters must still do
some digging to access it when they need it.
8 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
All of this may not seem like a big problem on
the surface. “So what,” you say to yourself.
“Sorting through resumes takes a little bit of time.
I can deal with that.” But consider the scale at
which recruiting happens today, and you’ll see that
we’re not talking about a process that takes a couple
of minutes out of your day – we’re talking about a
process that takes days and weeks out of your
working life.
The Current State of the Talent Acquisition Industry
Some important data should help make this point:
• Job openings in the U.S. alone rose to 5.75 million in July 2015 – a 15-year high.1
• It’s tough to say how many jobs there are around the world, but some estimates suggest there may be as many as 5 billion. This number will only rise as more and more people enter the workforce.2
• In the U.S., 75 percent of all employed people are looking for or open to new jobs.3
• Companies receive 75 resumes per open position.4
1 http://blogs.wsj.com/economics/2015/09/09/job-openings-in-july-rise-to- record-high/ 2 http://www.ask.com/business-finance/many-jobs-world-aceadd9aa82f6088
3 http://www.huffingtonpost.com/2012/10/09/job-seekers-jobvite- survey_n_1952727.html
4 http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx-?id=pr484&sd=3%2F11%2F2009&ed=12%2F31%2F2009
9 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
If there were 5.75 million job openings in July
of 2015, and 75 resumes per job opening, then
there were 431 million resumes submitted to jobs
that month in the U.S. That’s a lot of resumes to
sort through.
Now, let’s say a recruiter spends
6 seconds reviewing each
resume they receive. If recruiters
in the U.S. sorted through 431
million resumes in July of 2015,
they spent a combined total of
82 years reviewing resumes.
Many companies turn to
recruiting software to help
them work through all of these
resumes, but that’s not a perfect solution:
• Recruiting software is expensive: U.S. companies
spend almost $72 billion a year on recruiting
services and software.5 To get a good return on
these hefty investments, companies need technologies
that streamline their workflows and bring great
talent right to their doorsteps. Unfortunately, many
recruiting software solutions do not fully deliver
on these promises.
• Applicant tracking systems
often needlessly filter out great
candidates. In fact, 75 percent of
candidates who send their resumes
into ATSs are cut from the running.6
There are a lot of resumes out there,
and recruiting software isn’t totally
cutting it when it comes to helping
recruiters sort through these
resumes and find the best candidates.
5 http://www.forbes.com/sites/joshbersin/2013/05/23/corporate- recruitment-transformed-new-breed-of-service-providers/
6 http://www.cio.com/article/2398753/careers-staffing/5-insider- secrets-for-beating-applicant-tracking-systems.htm
10 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
The result is a pretty dire hiring situation: It takes 52
days to fill the average job.7 That’s way too long for
most candidates, and the longer it takes to fill a job,
the more expensive the recruiting process becomes.
• Recruiters and HR pros can spend up to 23.5 hours
reviewing candidates for a job – that’s roughly three
working days!8
• The cost of reviewing applicants for each job is
more than $580. Factor in other recruiting costs,
like advertising, interviewing, and prescreening,
and the costs skyrocket.9
It seems, then, that the resume – the building
block of the recruiting process – is a challenging,
time-consuming document. It wastes recruiters’
days, it stretches out the hiring process, and it
drives up costs across the board.
What recruiters need is a way to cut down on the
amount of time they spend sorting through re-
sumes, but they need a way to do this that will not
filter out great candidates for silly reasons, the way
many ATSs currently do.
What recruiters need is automation – specifically,
automated resume parsing and matching software.
7 http://www.bersin.com/blog/post/Benchmarking-Talent-Acquisition- Increasing-Spend2c-Cost-Per-Hire2c-and-Time-to-Fill.aspx
8 http://www.huffingtonpost.com/2012/06/04/the-true-cost-of-hiring- infographic_n_1568295.html
9 Ibid.
11 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
Resume parsing and matching software is
highly underutilized, but every recruiter
everywhere should adopt it. That’s because
this software offers three major benefits:
1 . Automated Parsing Functions:
Great resume parsing software can automate
the process of storing candidate resumes in
an accessible database. This frees up recruiters
to spend more time on more important things,
like sourcing great candidates and building
relationships with talent.
2 . Semantic Search Functions:
Great resume parsing software can break up
resumes according to specific categories –
e.g., work history, skills, location, etc. – and
Why You Need a Resume Parser
12 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
store the information in highly searchable databases.
Recruiters don’t have to spend time reading through
resumes to find gold: they can just use a few
keywords to search for the data they need, when
they need it.
3 . Social Integration:
Great resume parsing software can integrate with
social media platforms, allowing recruiters to
supplement candidate resumes with social network
information, giving recruiters fuller, more robust
pictures of the talent market.
Think of it this way: remember when we mentioned
above that, altogether, recruiters in the U.S. spent 82
years reviewing resumes in the month of July 2015
alone? With an automated resume parser, recruiters
don’t have to do that: through automation, you can
get the best matches delivered to you in seconds.
As a recruiter, you’re ready to start engaging with
top talent before the competition is even done
filtering resumes.
The addition of an automated resume parser is also
going to greatly boost the ROI on your recruitment
technology. A resume parsing software with semantic
search and social integration functions can cut your
recruiting budget by up to 50 percent per hire. The
same resume parsing software can also cut down on
your time-to-hire: on average, it takes 52 days to fill
an open position, but with automation, it takes just
40 days.10
10 http://www.bersin.com/blog/post/Benchmarking-Talent-Acquisition-Increasing-Spend2c-Cost-Per-Hire2c-and-Time-to-Fill.aspx
13 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
While both agency and corporate recruiters can
gain a lot of value from resume parsing software, job
boards and ATS vendors can also benefit quite a bit
from this tool.
For job board operators, resume
parsing software is a way to build
better candidate databases and
attract more satisfied employers.
Most job boards give job seekers
the opportunity to post their re-
sumes, but how many employers
want to dedicate manpower to
digging through these resumes?
With resume parsing software, a job board can
transform the resumes it receives into searchable,
accessible candidate databases. This will attract
more enterprise customers, because
employers will be impressed by how
easy it is to find talent on the job board.
Introducing automation to a job board
can also help build a strong base of
job seekers. Automated resume
parsing and matching software
can send candidates great job
recommendations as soon as they
upload their resumes and begin applying. The job
Why Your ATS or Job Board Needs Automation
14 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
board will gain a reputation for helping job seekers find great positions, and that reputation will lead to
more and more high-quality candidates using the job board.
Similarly, resume parsing software offers ATS vendors a way to deliver more
value to their customers. Say, for example, an organization is
choosing between two possible ATSs: one with resume
parsing and matching software already built in, and
one without. Will the company choose the
ATS that requires recruiters to manually
enter candidate data every time they
receive a resume, or will the company
choose the ATS that automates the
process and provides them with the
best matches as soon as they enter
a vacancy into the system, letting
recruiters focus on more important tasks?
We all probably know the answer to that one.
15 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
Enterprise executives trying to decide which resume
parsing software they should purchase, as well as
job board operators and ATS vendors in search of
a resume parsing software provider with which to
partner, may feel a little overwhelmed. No company
wants to spend money on a solution that doesn’t
deliver the best possible results. There are a lot of
options out there, and it’s important to only
choose the best.
To that end, anyone in the market for a resume
parsing software should weigh their options against
the three criteria mentioned above: automated
parsing functions, semantic search functions, and
social integration. Parsing software that offers these
benefits, such as the solution offered by Rchilli, can
help recruiters not only cut down on the amount of
time they spend sorting and reviewing resumes, but
also more easily access vast collections of important
candidate data.
Automated Parsing Functions
Resume parsing software should help recruiting
professionals save time by automating as much of
the resume sorting and storing process as possible.
With the right resume parsing software, recruiters
should have to do little – if any – manual data entry.
Enterprise executives should search for a resume
parsing software that allows users to simply feed
What Should You Look for in Great Parsing Software
16 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
resumes into the system and then takes care of
the rest.
When exploring the automation capabilities of any
resume parsing software, consider these factors:
Email Parsing
The best resume parsing software solutions also
allow recruiters and applicants to send resumes to
the system directly through email. That way, no
one has to move a resume from their inbox and
into the system. Instead, they can simply fire off
an email, and the solution adds the emailed
resume to the database.
Capacity to Handle All Popular Resume Formats
Not every candidate will send their resume as a
Word document. If a resume parsing software can
only handle some formats, but not others, one of
two things happens:
• recruiters have to spend time reformatting
candidate resumes before entering them into
the software;
• or candidates with resumes in unsupported
formats will be left out of the database, which
could result in recruiters missing out on top talent
for arbitrary reasons.
Either outcome is problematic. For that reason,
then, a resume parsing software should support all
of the most common resume formats, including:
.doc
.docx
.rtf
.txt
.html
17 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
Parsing Speed
How long it takes the software to parse a single resume can have
a serious impact – positive or negative – on the efficiency and
speed of the recruiting process. Resume parsing software is
supposed to be a time-saving tool. If the software takes too
long to parse each resume, recruiters may actually see their
hiring processes grow longer, especially in the case of high-
volume positions, where recruiters are working with hundreds
or thousands of resumes.
Ideally, a resume parsing software should have an average
speed of three seconds per every resume of up to four pages.
Cover Letter Parsing
Best-in-class resume parsing solutions can also parse
cover letters, taking another arduous task off of the
recruiters’ plates. Very few resume parsing softwares
currently offer this feature. If you find one that does,
you know you’ve found a cutting-edge tool.
18 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
Ramco’s HCM software allows users to capture
staffing requirements, collaborate with recruitment
agencies, enter and shortlist profiles of potential
candidates, schedule interviews, rate and select
applicants, offer jobs, and bring candidates
onboard– but it was missing something: a way
to quickly sort incoming resumes.
By partnering with Rchilli, Ramco found a way to
help users quickly and effective parse and analyze
resumes via advanced automation capabilities.
With Rchilli, accurate resume information is parsed
straight into Ramco’s database. Users don’t have to
spend time manually entering or uploading resume
data. This allows users to sort larger numbers of
resumes in much shorter time frames.
Rchilli’s resume parser also helps users of Ramco
deliver a much smoother and more enjoyable
candidate experience. By introducing auto-fill
forms to the submission page – which are
populated automatically with information extracted
from resumes – Rchilli makes it so that candidates
can breeze through their applications, rather than
spend long, frustrating hours filling out page after
page. In this way, Rchill’s automated parsing
function not only cuts down on the time it takes
to hire candidates – it also cuts down on the time
it takes candidates to apply to jobs.
Use Case: How Rchilli’s Automated Parsing Function Turned Ramco’s Human Capital Management Software Into a Complete Recruitment Management Suite
19 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
Semantic Search Functions
Resume parsing software should do more than
simply upload resumes into an ATS. Instead, a
resume parsing software should transform resumes
into highly searchable databases from which
recruiters can pull relevant information with ease.
The best resuming parsing software should offer
the following accessibility features:
• Cloud-Based Data
Recruiters and other users of resume parsing
software should have the option to access resume
databases from anywhere, whether at home or in
the office.
• Ability to Parse Resumes According to a Number of Relevant Fields
Resume parsing software should capture all
relevant information and break resumes down
into highly specific data silos, making it easier for
recruiters to access the precise data they need.
Some examples of the data silos that resume parsing
software should offer include:
• File names
• Candidates’ first, middle, and last names;
• Geographic locations;
• Visa status;
• Email addresses;
• Phone numbers;
• Current and expected salaries.
Great resume parsers should also parse resumes
according to skill sets, qualifications, and work
histories. That way, recruiters can sort through
candidates according to which applicants have
the qualities they need to succeed in the role.
20 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
Best-in-class resume parsing software solutions
often allow recruiters to define their own
categories and subcategories of skills and expertise,
thus allowing recruiters to sort and search resumes
according to the specific
qualifications most relevant to
the position.
Semantic Search Capabilities
Many resume parsers allow users
to search through resumes via
keywords, but that’s not enough.
When recruiters can only use
specific keywords to find
important data, they may miss
relevant information that doesn’t exactly match
the keywords.
Instead, a resume parser should make use of
semantic search, which Techopedia defines as
“a data searching technique in a which a search
query aims to not only find keywords, but to
determine the intent and contextual meaning of
the words a person is using for search.”11
In other words: semantic search
widens the scope of traditional
keyword-based searches. Semantic
search algorithms consider such
data as keyword synonyms, keyword
variations, keyword-to-concept
mapping, and “fuzzy logic.” Resume
parsers with semantic search
functions allow recruiters to more
effectively find relevant data by
focusing on concepts instead of
the strict confines of keywords.
11 http://www.techopedia.com/definition/23731/semantic-search
21 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
Resume Matching Technology
Semantic search functions don’t just allow
recruiters to search for candidates more easily:
they also allow the resume parsing technology
to deliver candidate matches straight to a
recruiter’s door.
Through semantic search technology, a resume
parser can automatically match resumes to
vacancies, allowing recruiters to find qualified
candidates more quickly. Similarly, the resume
parser can also match resumes between
candidates in order to recommend similar profiles.
So, for example, if a recruiter just placed a great
candidate in a role as a .NET developer and now
needs to find another great candidate for a second
.NET developer role, the software can send the
recruiter resumes that are very similar to the
previous candidate’s resume.
22 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
Use Case: How Rchilli’s Semantic Search Function HelpedEmptyLemon Build a Superior Candidate Matching Solution
EmptyLemon is a U.K.-based direct employer job
board that aims to put the best candidates directly
in contact with the right employers, thereby creating
a smooth, efficient hiring process for both sides of
the equation.
In order to better match high-quality candidates
with the opportunities that are right for them,
EmptyLemon leveraged Rchilli’s resume parsing
and matching software. When a job is posted by
an employer, Rchilli’s software parses resume
details and matches open jobs with candidates
who fit the requirements.
Rchilli parses the candidates’ resume details and
uses semantic search technology to match key
phrases to job titles – even when the same role
goes by many different titles. Moreover, the
software scores candidates according to how
well they fit each potential role.
Thanks to Rchilli’s software, recruiters can log onto
EmptyLemon and access a simple-to-use interface
that provides information about candidates’ quality,
work histories, and contact information.
23 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
Social Integration
This is another rare feature that only the best
resume parsing software solutions offer. Great
resume parsers should be able to source information
from candidates’ LinkedIn, Twitter, Facebook,
and Google+ accounts, thereby supplementing
candidates’ resumes and giving recruiters fuller,
more accurate pictures of their talent pools.
Recruiters know social media platforms
contain a wealth of information about
current and prospective candidates,
but mining these platforms for
relevant data can be
time-consuming and
costly. There’s a lot
of useful data on
social media – but
finding it amid all
the noise can be
almost impossible.
Resume parsers can help in this respect. For
example, Rchilli’s resume parsing software
offers a feature called “social profile search,” or
SPS. Through SPS, every parsed candidate resume
is connected to the latest available social media data
for the candidate. This feature allows recruiters to
gather real-time candidate information from social
media and check out candidates’
social profiles with just one click.
The result is a more
accurate and relevant
picture of a candidate:
through social media
integration, recruiters
see more than just
resumes. They see
who their candidates
really are.
24 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
Use Case: How Rchilli’s SPS Helped Clockwork Go Social
Clockwork is an online application portal that
helps executive recruiters and their clients work
together on search projects. Clockwork was
looking for a way to help recruiters cut down on
their screening times and access more useful
information about candidates. The company
found this way in Rchilli’s SPS function.
Through SPS, recruiters using Clockwork were able
to gather real-time social data about candidates
in a smoother, more seamless workflow. The
implementation of SPS actually cut the amount of
time recruiters spent on the average hire by
40 percent! Moreover, SPS also helped recruiters
build talent pipelines that would go on to yield
more qualified candidates in the future.
25 ©2015 Recruiter.com | Next Generation Tools for Your Recruiting Software
Staffing agencies, agency recruiters, corporate
recruiters, ATS vendors, and job board operators
can all benefit from adopting resume parsing software.
Recruiters and staffing agencies can lower their
time-to-hire, more easily find the right candidates,
and focus more on building relationships with
top-quality talent. ATS vendors and job board
operators can create better products, deliver more
value, and keep their customers satisfied.
It should be noted that there is a substantial gap in the
ATS and job board market when it comes to automation
and resume parsing/matching functions. Rchilli
conducted a small survey of more than 250 vendors
and organizations and found that only 30 percent of
job boards use such tools to engage job seekers. The
same survey also found that only 45 percent of ATSs
offer integrated social recruiting functions!
What this means is that ATS vendors, job boards, and
recruiters that incorporate automated resume parsing
and matching software into their products and recruiting
efforts gain a significant advantage over the competition.
So, ask yourself: does your recruiting software really
deliver all the functionality you need? Does it
connect you (or your customers) to high-quality
candidates in less time? Does it use automation to
free up recruiters, allowing them to focus on building
and cultivating relationships with talent? Does it use
semantic search to allow recruiters to tap into extensive
candidate databases quickly? Does it bring real-time
social media data into the recruiting process?
If not, something has to change.
Conclusion
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