The Importance of CV Database in RPO Industry

True to its name, the word ‘Database’ represents data. It is a collection of huge amount of data to make it more accessible, manageable and get it easily updated. A database management system takes care of everything to perform these functions with ease.

The data here for RPO industry is their huge collection of the digital representation of your potential employees; simply put the C.Vs .A recruitment process outsourcing consists a rich database of C.Vs that is expertly sourced from numerous job sites, online job boards, search engines and their wide networks and professional groups. They organize this large amounts of data based on the relevant parameters like qualification, skills, experience and the competencies of the candidates to make it easy during retrieval. Given that this sourcing and updating is a continuous process, the database grows regularly and may also contain the information that has become obsolete now (minor amounts).So ,in order to maintain the improve the relevance of their  databases, an RPO Services company follows various processes that include data cleansing, mining and  updating on daily basis.

Given the total amount of work that goes into creating an efficient database, an RPO services firm handles everything by employing experts in each domain which involve a lot of money too. So, almost all the time the organizations reach out to a professional RPO Services firm to avail their rich candidate database. Customized databases have to be created for each of the clients depending on their own requirements. An RPO Services firm use their own database coupled with their search in the job boards and other sourcing locations to give their clients that customized list they have asked for. The list is duly submitted and the final database is prepared only after the clients are happy with the list provided by the firm.

Some Do’s and Don’ts of CV Writing:

A CV is a like a window through which a recruiter chooses to look at the candidate. By far, it is one of the most effective forms of presenting your skills in a documented form. While a well formatted C.V improves the chance of giving your best shot, a bad C.V will definitely shut the door.

Here are the Dos and Don’ts we have composed to assist you in composing a better C.V:

Dos :
Check out the recruiter, get to know his requirements and compose your C.V with respect to the job you are applying for.

Start your C.V with concise details for communication i.e. your e-mail, telephone, fax and address.

Use positive language, start your sentences with action verbs and minimize the use of pronouns. For example start your sentence with “Executed a major project with a team …” instead of “I was a part of an execution team…”

Bullet points are easier to read; use them to highlight your achievements and responsibilities from your recent jobs.

Put your most recent job experience followed by others in timeline making it easy for the recruiters to check your relevance.

Include the time periods of your jobs with dates; leaving out gaps can give leeway to a thought that you are hiding something.

Take a special care on the layout of the document. A crispy and effective layout not only makes it easier to read but also improves the look.

Don’ts :

Don’t make your CV too long or lengthy to read. Two pages is the accepted, three is okay but only if you cannot make it into two.

Using a personal e-mail Id to submit your application is a big no too, use a professional one instead.

Don’t include the salary expectations, it is always better to discuss in or after your interview.

Don’t lie. We cannot stress this one more. Employers are equipped with their own methods to check the information. Make sure that the information you have provided is true to the last word.

Last but not the least: Never skip the grammar check.

Some Common Sourcing Mistakes Employers should be wary of:

Sourcing is no common task especially when you have to organize and implement everything by yourself. Hiring an RPO Service Provider can make your work simple but if you choose to do it by yourself then this piece is for you. We have made a list of three common mistakes committed by employers in sourcing talent. Read on:

Narrow Search for Candidates:

As an RPO Service provider , we cannot stress more on the policy widening your search for candidates in terms of age ,experience, culture ,gender. It increases your chance of attracting top talent and also enhances your reputation as a diversity program is an indicator of good employment practice.

Discounting fresh graduates:

While there are some okayish numbers of companies who take these fresh graduates seriously and call them for interview; Most of the employers desire experience and overlook fresh graduates.
More often than not, a fresh graduate can bring a lot to your team at a nominal cost and he can be easily modeled to fit your organization needs. The cost of hiring a fresher is also low when compared to an experienced .So, Instead of discounting them, you can check out his credentials to get an opinion and call him for an interview. When you are spending a lot of time on recruitment, giving a shot is a worthwhile approach.

Not using Social Media for Recruiting Process:

No one can deny the importance of branding and creation of social media awareness among your audience. There is a whole industry called “Social Media Marketing “to aid this process. But the most common mistake most employers seem to commit is not using their social presence for their recruiting processes. Be it while sourcing or gaining insight on the personality of your prospect, the social media can be an immense tool.