resumeparser

Rchilli’s vision re-defined: CV Automation plus Analytics

Rchilli is not just a parser; in-fact was never one. We bring you the next level of Recruitment or CV automation whatever suits you as we can handle everything and anything about Resumes. Don’t be swayed by Big Data as we’ve managed that as well for you. On demand Recruitment insights based on your industry and usage because nobody understands your business the way you do.

Let’s come forward and simplify Recruitment and CV automation with Rchilli.

CV Automation

CV Automation

Parse

The most potent Resume Parser having exclusive capabilities to extract 74+ fields from resume, auto-populate them in specified forms and send their direct output as HR-XML in your database. Multi-lingual, Hybrid Cloud, All-doc converter, many more….. For every ATS, Job board or Recruitment solution.

Connect

While parsing candidate’s resume, we can source available Social Media profiles of candidate and show them distinctly under Social Tab.  Connect to the right ones in-time; reinstate your employer brand via fresh Social Marketing efforts and lowers per hire cost drastically. Social Recruiting was never so easy.

Search-Match-

Semantic Search floats the closest resume, profiles matching your set criteria completely and Match Technology lets you find the right candidate for most preferred jobs. So you end up placing more candidates in less time. Intuitive Search & Match goes beyond keywords and makes Recruiting a lot fun.

Update

Having huge stack of old resumes but of no use or value, then considering us can add new value to your business. We update your passive resumes by mustering most current information about them, replacing them back in their profiles and now showing them as a fresh candidate for all current positions.

One Click-

The bliss of having fully-automated software that suits business of all sizes is here to stay. We bring you the pleasure of Parse, Connect, Search-Match and Update in just One click. And that’s what we call CV Automation. To have a complete review of our CV suite and resume parsing services reach us at sales@rchilli.com or find us on social. We love to hear from you.

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Choose your next ATS in 5 easy Steps

Choose your next ATS in 5 steps.

Choose your next ATS in 5 steps.

Research- Start hunting for ATS vendors relevant to your industry only. Refrain from making assumptions on this stage and ask for referrals, evaluation and the best would be a trial. Shortlist whether your desired ATS caters to staffing, small business or big enterprises. All major ATS vendors do share few of their customers list on website; not all but yes quite a few that can help you figure out your industry types. Do check reviews & feedback about their services and confirm with industry peers, how stable & effective their tools are when in-use.

User experiences- Most important how easy it is going to be for my people to use this ATS. Goes for both sides; Employers & Candidates. You don’t want to loose grip on this one. So form a team or call your IT chaps that can play around with the software and share a word or two about its interface. It should be easy for sure, intuitive and quite logical to use. For technology buying go for the one which is simple, nimble and clear on display or else you’ll be lost in flashy designs and swanky automation tricks.

Performance- Now if we go by basics, we won’t get any trouble. Run the ATS trial or system for a while. Ask them to show complete process in product demonstrations. Don’t hesitate to repeat the same on their customer’s website and as a candidate, try uploading the resumes and see how it works at their end as well. You won’t be asking for more here if you want advanced features like sourcing social profiles of candidates, searching or matching profiles in database and having all this done in One click makes more sense.

Support- Majority of the companies play ballgame here and you won’t know till the end that majority of the ATS vendors earned major part of their revenue from support. So be specific and clear in your transactions. Go minutely with their SLA and service terms condition. Ask all this in the integration stage only and know how often you’ll need them. Calculate the support costs before you go ahead with payments.

Payments- Finances do affect our choices in selecting a staffing solution and when our recommendations count, we want the very best for our employers. Every service comes at a cost and before you pay zero-in your top requirements in lieu of price you’re ready to pay. If convinced that above all amongst other vendors this ATS can give me the best user experience & improve my applicant tracking, its time to say yes and pay forward.

I’m sure if these 5 steps are in order; your ATS will rock candidate and employer experiences and bring optimum productivity levels in workforce.

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Today’s 6 Must-have for Resume!

6 Must-have

6 Must-have

1 Summary at the top- Give strong reasons for your candidature that highlights relevant skills, expertise and strengths related to job advertised in short bullet points. Summary helps hiring manager to build right frame of mind while evaluating your candidature. In short gives strong reason to read next sections of the resume. Read Theladders to hone your summary writing skills perfectly described by them.

2 Actionable items- If you can highlight the key deliverables from your previous job, it would let the hiring manager know your exact potential and estimated contribution to the job advertised. Rather than just telling your role in the previous job, speak out what you did and as a result what was the actual outcome from your act. For e.g. the customer’s renewal rate doubled by 10% by your support. They want to evaluate you quantitatively. Having difficulty in measuring it, then read this Idealistcareers.org

3 Use Keyword as SEO- As many as 80% of employers use keywords to decide which resumes are worth a look via Livecareer. So don’t forget to include relevant keywords in your resume straight from the job description. Mostly employers mention this in the job description itself. So all you need is to copy and paste in your resume. Keyword rich resumes are easily picked when read through automated software’s like ATS/ HRMS and makes it discoverable to the employers.

4 Skills- When you have the desired skills don’t hesitate to showcase them. Mention with your experience, skills you acquired and results that you drove by your efforts. Technology driven jobs are mostly scrutinized using skills field. Also if you have any certifications or projects earned, it adds more to the volume. Apply the thumb rule skills mentioned on resume should be relevant to job advertised via Jobsearch.

5 Awards/Recognition- When applying in big companies; Awards and Training makes you stand out of the crowd. So mention with the context the award you earned and what it means to your current job. Showcase your accomplishments and your brand that employer can leverage to build a healthy workforce. Be specific with details to capture and retain interest. To know the nuances of this section read ResumeEdge.

6 Social Profiles- Nowadays, 10.9% of resumes include a social media link, and the number continues to rise (Source: Mashable) So mention your linkedIn profile or Website/Blog link on resume by which employers can cross-check your candidature and validate your info. Twitter, Facebook are secondary references and individual discretion is must. Do check the relevance of disclosing these networks with the job applied. It speeds up the process and may be you’re just a call away from them to throng first stage of interviews. So be alert, active and Social when applying for your dream jobs.

Hope you liked this light read on Resumes. Share your views in comment section.

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Searching Resumes; the Semantic way!

Semantic Search

Semantic Search

Human wants are endless and we keep on searching what makes us happier, better and efficient. So as goes for recruitment industry that has taken a radical shift with more new methods coming in for recruitment, sourcing and social media. Now Semantic searches are done on resume databases to find closer results for job advertised or vice versa, but one has to be tech savvy to get the best results grilled out. So here’s a brief about Semantic for the laymen:

“Study of meaning, inherent at the levels of words, phrases, and sentences. It also stands for word-to-word searches and meaning of words and phrases at the conceptual, contextual and grammatical level. In short it means a lot.” The best way to know more, please watch this presentation on Slide share by the best in business, Glen Cathey.

Now every new company claiming as HR solution provider has got foot in the door and made competition fiercer than ever. Here customer needs to be aware of marketing gimmicks and real-implications of having technology in place. So how can one use technology to its fullest. Very simple, seek the answer within.

Chalk out the objective of having it in the first place. Pros/Cons
Real- time benefits, time-frame of seeing visible changes.
Business growth and acquisitions of new customers or markets.
Creating a niche or a distinct brand of itself in the market.
If the technology answers these simple questions, you can opt for the solution a lot easily. Now coming back to Semantic in resume search, let’s see how this can make a difference in your resume reading.

A Save money, save time by getting the best out-of-resumes for job advertised and closest match as per skills, core competencies and other organizational attributes required.

B Understand resume, know more than others by using Semantic search to carve out relevant Key skills required in a candidate. As Semantic helps organizing both structured and unstructured data, the ideal matches comes a lot faster than by traditional ones.

C Match technologies understand differences between job descriptions and candidate resumes thereof it lets you find out the standout candidates easily.

Now what effect it can bring to your searching; eliminate the need of recruiters to have specialized knowledge of industry specific keywords or terminologies, reduce your time considerably to find relevant matches, meaning beyond words, groups or sentences. Deep understanding of titles, skills, concepts, Relationship between the words and concept analyzed automatically via fuzzy matching. So its time for you to take your search to next level via Semantic search option and make your hiring proficient. Please share your feedbacks on this amazing technology and how better we can lift our resume searches.

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HR Bite: Is Social Recruiting Good?

To know what’s in trend is of utmost importance to HR managers. They need to catch up with the trend & be onboard. For e.g. Social Recruiting has impacted the recruitment horizon so profusely, that it’s difficult to separate nuances of professional and personal life.

Social Recruiting

Social Recruiting

Pros:

  1. You get to know more about your ideal candidate, his social profile can definitely influence your decision of whom to select.
  2. Background checks, validating info, cultural fit for the organization & his likes/dislikes, comments can tell you bit more about the person than what is written on the resume.
  3. Skill check, competency and social connection also add points.

Cons:

  1. Intrude to your personal side of the story & probably a reflection which falls on your professional font. ( I agree it all depends how people look at it)
  2. Sometimes it conflicts with the information vis-à-vis resume info. (Candidate reaction; oops! From where it came? )
  3. Choose your actions carefully as social media is the next-big- thing of business & you don’t want to loose the battle. (But why? that is my personal zone, exactly that is what triggers the problem).

Peace: Be proactive, intuitive, and adaptable to the environment. Speak clearly where it steps in your personal interest vs. professional. Take onus for all your social interactions as good companies always respect that. Rest if you like the post, don’t forget to post your comments below.

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