Why employers do not maintain resume databasesJanuary 15, 2021
We will add your resume to the database…
“Thank you for your resume. We will add it to our database, and in case of vacancies that match your experience and qualifications, we will definitely contact you.”
I, like many colleagues, have said this phrase many times. It’s easier to tell a lie than to explain why the resume database, where applicants want to get to, does not exist because employers do not maintain a resume database.
There are several reasons for this.
The local resume base quickly becomes outdated
No one collects flyers and coupons with special prices and discounts. Information about pricing and content of offers becomes outdated quickly. The same applies to a resume – the knowledge, skills, and experience of applicants change with each new job. The track record and requests of a specialist in demand in the market may change in a few months after he publishes his resume.
The local resume database is not available for updating by applicants
Job seekers post their resumes on different sites and update them as needed. Ready to consider offers from employers – updating, not ready – closing the resume for search or not updating the date of its publication. Any local database is denied access from the outside – it cannot be updated.
The likelihood of reapplying to a refused applicant tends to zero
Refusal to hire is an unpleasant event for the applicant. Even for professional recruiters, refusal to an applicant does not cause positive emotions. As a rule, the likelihood of a rejected applicant being re-considered tends to zero. It is unlikely that anyone wants to reject or hear rejection again. Therefore, it makes no sense to form a resume base based on the results of already completed recruitment projects.
Any local database is inferior incompleteness to online services
Completeness, and, as a consequence, the effectiveness of the database is determined by the relevance of the information in it “here” and “now”. Local resume databases, even if they existed, would by definition be inferior in terms of completeness and speed of replenishment to Internet services for job search. The main competitive advantage of the market-leading job search services is their popularity, which any local database is deprived of by default.
Storing a resume in a local database without the written consent of the applicant is illegal
“In case of receiving a resume of an applicant via e-mail or fax, the employer must additionally take measures aimed at confirming the fact of sending the specified resume by the applicant himself.
For example, such events include inviting the applicant to a personal meeting with authorized employees of the employer, feedback via e-mail, etc.
Upon receipt of a resume drawn up in an arbitrary form by the employer, in which it is not possible to unambiguously identify the individual who sent it, this resume must be destroyed on the day of receipt.
In the event of a refusal to apply for a job, the information provided by the applicant must be destroyed within 30 days.”
I’ll make a reservation – you can get permission from the applicant to store personal data in the database. But – only in writing.
Therefore, law-abiding employers, alas, are obliged to send applicants’ resumes to the basket – either immediately or after the end of the competition for filling a vacancy.
Different sites obtain the consent of applicants when the latter fill out a unified application form-resume and tick the box confirming consent to the processing of personal data in the provision of services provided by these services.
So the only option to legally collect information about job seekers is to post a questionnaire and consent to the processing of personal data on the company’s website.
Do recruiters store job seeker information?
About rare and in-demand specialists, yes, they do.
But a resume base is not needed for this – a list with contact information is enough, and a resume can be saved without a base.
Of course, to avoid repeated calls and preserve the history of negotiations with applicants, some companies keep a record of the contacts that have already taken place.
But this is not a resume database, but a tool that allows you to plan and monitor the recruiter’s work and save the search history for joint work on a vacancy or re-searching.
Information from the resume in this case is of secondary importance, since the result of contact with the applicant, as a rule, looks like a value judgment and often has no direct relation to the content of the resume.
To control the recruiter’s work, it is quite possible to do with the simplest table that contains the necessary information about the contact – contact date, full name, phone number, vacant position, source of information about the applicant (response from the site, found in the site database resume), the method of contact (e-mail, telephone conversations, face-to-face interview), the result of the contact, the name of the recruiter.
Unification of filling in the fields of such a table provides a manager with an excellent opportunity to analyze the quality and volume of work of a specialist engaged in recruiting.
Of course, there is a market for specialized software for recruiters that allows you to store both resume and search history – E-staff, etc., but it is up to each company to use it or not.
To optimize the search and selection of personnel, data on job seekers is objectively necessary, but, again, storing this data without the written consent of the job seeker is prohibited by law.