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.

What is Sourcing and how it is done?

The whole process of recruitment is about two processes: Sourcing the right candidates and selecting the best fit. Sourcing is the first and most important methods in the recruitment process, that is kick started as soon as the “Go ahead“is given to fill the vacant position.

What is Sourcing?

Simply put, Sourcing is nothing but searching for talented candidates for the vacant position. The basic purpose of sourcing is to create a talent pool of qualified individuals by using various methods available. Sourcing begins with defining our criteria and locking-in our requirements and then choosing the best method that can give us a better ROI. Traditional sourcing has always been about communicating the job details to the qualified candidates; more the number, better the results.

Over the time sourcing has been through Advertising in newspapers, specialist and organizational publications and Job centers. While they are the major go-to methods during those early years; there have been methods that are duly adopted that made the process of sourcing an effective one. Recruitment Consultants and Recruitment agencies have made it easy for the employers by developing standard procedures coupled with their strong technical and professional skills. In this era, the word sourcing is synonymously used with the term CV Sourcing for the fact that most of major sourcing methods are centered on CV Sourcing.

Consider this: There are almost an 80 million C.Vs online and 40,000 C.V locations which can effectively targeted by using present day technology to find the list of qualified and talented candidates for the job. These locations may include job boards, niche resume databases, search engines, professional groups, social media sites and networks. C.V Sourcing, being a most important aspect in Recruitment, RPO Service agency is equipped with an entire department with all the technical resources whose major work is to search this wealthy mine of CVs to find the best active candidates and screen them based on their clients requirements and present the fresh list of the creamy layer.

Find more on C.V Sourcing here

The Evolution of CV Sourcing

The whole process of recruiting comprises of two areas in general: Sourcing and Selection. Sourcing is a process of extracting the information of suitable candidates and making it possible for them to attend the selection process.

Let us first get a hang of the recruitment process to get an idea about the evolution of CV Sourcing and gauge its importance. The process of recruiting dates back to the early days, Julius Caesar himself is said to have implemented a referral scheme; gifting each of the soldiers for one fellow soldier they bring into the army and that is how sourcing suitable candidature is taken care of.

For the most part of the successive years, this referral system has been pretty handy in filling the vacant positions. The pre-50’s, where industries are often in the demand of workforce in large numbers gave rise to wanted boards that hung in front. This period is followed by the coveted 60’s where advertising the jobs in local newspapers for sourcing candidates is practiced. The following 20 years paved the way for the recruitment consultants, who day in and day out had to squeeze their work hours on the telephone, sourcing candidates using then methods of specialized magazines and job boards. These methods were okay for those times, but as the job market grew in 90’s, online job boards made it easy for the employers to reach job seekers. The considerable increase in the internet users helped this process too. Fast forward 10 years, sourcing candidates using online job portals with an able support from platforms like LinkedIn became a norm now. But as the job market today grew by leaps and bounds and cut throat competition associated with it, these methods of operation prove to be ineffective. Yes, they are not good as they seem, period. Puzzled? Check out our next post in the series to find out the reason.

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