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Managed Resume Harvesting: From Tedious to Tremendous

The average recruiter spends a lot of time on job boards and career sites. Approximately 52% of applicants are sourced from job boards, with another 34% coming from career sites! That means only 14% of all applicants come from referrals or internal databases. With all the candidates coming from career and job boards, it’s no surprise that’s where recruiters turn first to find their candidates.

Getting Candidates from Job Boards

However, the process of securing qualified candidates from job boards can be confusing, tedious, and sometimes, expensive. Often this is because recruiters are limited in their usage of job boards, with the number of downloadable resumes restricted by a low number of credits. If you are unfamiliar with the concept of job posting credits, think of it simply as money you pay to a job board so you can do the following:

  • Download resumes from the board.
  • Post about your open positions on the board.
  • Keep your job post at the top of the job board.

These are some examples, but there are many more. On top of that, each job board uses credits a bit differently. 

What About Resume Harvesting?

Resume harvesting comes into play when thinking about the way recruiters use job boards. Automatic resume harvesting automates sourcing, data maintenance, and other tedious aspects of the recruiting workflow on job boards. By letting artificial intelligence control job board credits, candidates can be automatically sourced from numerous job boards. This automation allows recruiters to concentrate exclusively on their most important work: building relationships, confirming the candidate’s interest, and analyzing the candidate’s overall fit for the job.

Interested and Want to Start Harvesting Resumes?

We don’t blame you! Resume harvesting is a quick and easy way to get qualified candidates from a much bigger pool than just your internal database. However, there are some downsides. Generally, resume harvesting mandates that a server be maintained by clients in order to source profiles. After all, there is sensitive information in resumes, so some security protocols need to be followed around them. The good news is that there are a few ATS or other recruitment platforms out there that eliminate the need for on-premise infrastructure by clients.

CEIPAL is one such ATS, managed completely by the ATS so you (as the client) don’t need to do anything else besides reap the benefits.

CEIPAL’s managed harvesting eliminates the need for any on-premise infrastructure by clients, hence the name managed.

For more blogs related to enhancing your day-to-day lifestyle as a recruiter, check out:


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