Online recruitment software has to be able to deliver the right candidates for the roles required; whether those roles are externally advertised through a recruitment agency or internally managed by a HR department. To understand more about the role of the software in finding these candidates, you first need to know something about the way all interrogative software sources information.
All information retrieved and sorted by any piece of software comes from a table. A table is an element contained within a database. It lists all the data relevant to a smaller part of a larger whole so a single table might contain only information about dates of birth, for example; whilst another table might contain information about previous job titles.
When a database record is created, the creator (whether human or machine) populates a single database field by selecting the relevant information from the proper table. Or by inputting information freehand, which automatically creates a new entry in the database table from which the field is run.
Online employment software looks at the fields it deems relevant, to find all the values (taken from the tables corresponding to those fields) it has decided are within an acceptable spread for finding the right candidate for a role.
It is almost impossible that only one field dictates a candidate’s suitability for a role. The actual suitability of a person to a job is guessed at, both by human user and by machine, by combining the values from hundreds of different tables.
Current trends in the online recruitment software industry are for new ways of parsing data (splitting information up to be entered into tables) and matching fields to the requirements of specific roles. For example, if you can parse data intuitively you move away from the rigidity of a database format and enable yourself to return more unique and intriguing matches for a role. Or if you are able to intelligently select fields probably appropriate to a role, by responding to key phrases that might appear in other fields as well, then you broaden your chances of successful candidate matching.
Modern online recruitment software might have the capability to examine whole CVs or database records for recurring key phrases, in the same way that a web bot looks at a webpage to see whether keywords are used to a certain frequency. Should the key phrases occur above a defined frequency, the software might select additional candidate records that show a clear resonance with the role, even where defined database fields don’t quite match.
This is most clearly illustrated by thinking about a high level candidate, a managing director or change manager, for example. Her or his current employing industry might bear no relation to the role he or she is being put up for next. But certain key phrases repeated throughout his or her CV (“project management”, for example) might denote that he or she has skills transferable between any number of roles. Indeed, in some cases, the lack of defined industry career paths might positively be a recommendation and might thus be used as a key indicator in the search criteria.
Summary : Online recruitment software might now use a number of sophisticated extra routines to refine its capabilities for discovering new talent.