From Paper Resumes to Profiles using TalentScan™

By Jessica Miller-Merrell

On average college recruiters collect 40 to 60 resumes during each career fair. Over the course of a few weeks recruiters attending multiple career fairs at regional and state colleges can accumulate over 200 resumes. Even if according to research by TheLadders a recruiter can only spend 6 seconds on each resume, sorting through the mounds of paper can be somewhat overwhelming.

In order help recruiters Talent Circles has created TalentScan™, a resume scanning solution that allows to scan and upload candidate profiles directly into their TalentCircles-powered talent network. Once uploaded, the software parses the information found on the resume and places it in the candidates profile on the company’s private network. Then you can send a message to the candidates telling them that they can login and update their information.

It’s no secret that Human Resources departments are understaffed and technology that helps streamline processes are necessary for this department to run smoothly. The benefit of using this type of resume scanning software is limitless. Here are a two main reasons why investing in TalentScan will help your department fix efficiency issues:

Sorting Process: With this software recruiters are now able to sort candidates into groups.

Better Communication: Once a candidate is added to the talent network, recruiters are able to message each candidate and send specific email campaigns out to those who have either qualified for the next round, those who might be better suited in a different position within the company, or simply to tell them that their profile needs to be updated with more information. Better communication allows recruiters more information on the candidate, thus making a better decision when trying to hire someone.

Better Talent. When recruiters can communicate more effectively, they are also able to recruit better. Sourcing better candidates gives recruiters the ability to attract and retain talent. This also allows companies to develop stronger candidate pipelines.

There is no doubt that recruiters need to start investing in this type of technology to improve their processes and bottom line. The investment not only saves time, but it also saves companies from prevent errors that could costs them in recruiting better talent.

Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s an author who writes at Blogging4Jobs. You can follow her on Twitter @blogging4jobs.