Remediating the candidate data in your database
A top challenge among recruiters is the ability to organize and search over data in their recruitment databases. Like many in the industry, you have a database loaded with candidate profiles, resumes, applications, jobs. You may also have emails, spreadsheets, and Word documents full of information floating around. Disparate data, in the form of duplicates, outdated candidate information, emails and call logs, might all live within your database in a very disorganized form with no hope of being able to utilize or search over.
In simple terms, your recruitment database is akin to a huge junk drawer. Everyone has at least one of those, if not a closet, attic, garage, shed or worse! A place where you have things of value but is so disorganized you can’t find anything you need.
So, what do you do when you’re looking for a pair of scissors but they’re nowhere to be found? You go out and buy another pair and you curse yourself for not being more organized. Then when’re you’re not specifically looking for them, you find two pairs of scissors a week later.
The same thing goes for your recruiting database. You may ask yourself, “why have all of this data building up for all of these years if I can’t search over it or use it in any way?” You may be burning more views on job boards searching for data you already possess and, in the process, wasting money.
It’s an all too familiar story. In these days of big data, information is accessible and free-flowing for a price. But unless you put measures in place to organize this data, you’ve got a mess on your hands. Faced with the challenge of moving data from one old system to a shiny, brand new system does no good if the data you are transferring is indiscriminate, outdated, duplicated and downright disorganized. The old idiom, “Trash in, trash out,” is true.
So, what’s the solution to this challenge? The answer lies in data remediation.
Cleaning and sorting
Remediation is the process of improving or correcting a situation. In this case, the answer involves a workflow solution that can load new incoming candidate data from job boards, websites, email boxes and shared network folders, into an existing recruitment database, ATS, CRM and RMS, Even better, implementing a solution that remedies unorganized data already within your system, by loading, deduplicating and updating the profiles that already exist.
The ultimate goal is to have a complete range of candidate information to make shortlisting quicker, resulting in more placements.
The range of candidate data might include:
- Complete contact information
- Full education history
- Complete work history
- A skills taxonomy unique to your specialty
All of this in rich structured, searchable data.
These wants and needs point to an automated resume management workflow that can also ensure accurate tracking of candidate field records, including:
- Employment type
- Source of application
- Shortlist/long list to vacancies or job
Ideally this technology would automate and simplify the data-entry process. It would deliver robust business reporting: monitoring candidate data segmentation, recruiter activity and productivity, and ROI of marketing spend.
Searching and sourcing
The ability to search over your local recruiting database is crucial in order to leverage the data you already have. With more enriched and organized candidate information, searching and shortlisting is tremendously faster and more productive than manually sifting through material.
To be able to search over your local database while simultaneously searching over job boards and online networking sites, all without leaving your system is another advantage with a solution like DaXtra Search Nexus.
A system that presents the local talent first is important. You’ve spent a lot of money building your database, so use it. Put it to work. Take advantage of the information you already possess.
With the intelligent AI-powered technology DaXtra Search Nexus offers, you are able to search and match candidates to vacancies quickly and efficiently. Using natural language and semantic search technology you can search, match and bring back the most qualified candidates ranked in order of relevance and by source. It aggregates across multiple in-house and online talent communities, enhancing your database search capabilities and making your recruiting database more robust. It not only matches candidates to jobs, but jobs to candidates and candidates to candidates. So if you’re looking for multiple candidates with similar skills, it will identify and match one candidate’s skills with those of others.
Being able to quickly search and identify top candidates in an automated and accurate fashion is critical, allowing you to shorten sourcing time by up to 30-40%, ultimately reducing time to fill. Recruiters working remotely will not only save time but will increase efficiencies and boost productivity with this technology.
Your junk drawer has gotten an overhaul! Everything is in its place, organized alphabetically and easy to find. So when you’re looking for that pair of scissors, they are under “S” and can be retrieved swiftly and efficiently.
With the Covid-19 pandemic, resources have been stretched. Businesses are running leaner and automation is no longer a luxury, but a necessity to keep up and stay profitable. Now is the time to remediate and clean out the junk drawer that your recruiting database has become and help your recruiters to be more productive by integrating some of these powerful remediation and searching solutions.