Next-Generation-Tools For Hiring by Rchilli

Matthew Kosinski

www.recruiter.com

®

Next-Generation Tools for Your Recruitment Software

https://www.recruiter.com

https://www.recruiter.com/

http://www.rchilli.com

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

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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


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


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.


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


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


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.


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


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


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


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.


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


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

.pdf

.rtf

.txt

.html


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.


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


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.


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


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.


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.


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.


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.


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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