Recruiters and recruitment agencies spend a lot of time sorting through applicant profiles, and evaluating whether each one has a chance of landing a position. While many recruitment agencies have started using a more AI-based approach, there’s still a lot of manual work required.
In this article, we’re going to explore why digital asset management is beneficial to recruitment agencies, and how it can help you select the right candidates.
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About Digital Asset Management
Digital asset management systems (DAM) help in reducing the tediousness of organizing and managing company information.
The data included in the system, particularly for a recruitment agency, can be a variety of documents and media files including resumes, CVs, photographs, videos, etc. This saves the time of the recruiter and/or the recruiter’s assistants by letting them check, categorize, and review the diverse data quickly and accurately.
In addition, there’s a limited number of tools and modules used for digital asset management. This, again, is a big help for the recruiter because it speeds up the process of creating and reviewing CVs and other documents.
For recruiters, the benefits are two-fold. First, the added help in the form of automation in the form of a search function, and then, in the form of a template-driven form allows for a more efficient search, sorting, and screening of candidates.
How Digital Asset Management can Help You
Now that you know what is digital management, let’s see how digital asset management helps you with recruiters and recruitment agencies.
1. Allows Searching through the Multiple File Format
In most cases, an applicant has a whole number of file formats in addition to the company’s standard one. For example, a resume in PDF format, a photograph in JPEG format, a video in MP4 format, etc. It can be difficult for the recruiter to search through all these formats.
That’s where digital asset management comes to the rescue. Many systems have dedicated search functions that give direct results in the form of a simple list and can be sorted by keywords.
2. Allows Filtering Candidates based on Keywords
The initial screening stage of a recruitment process involves scanning the resumes of the applicants. The applicant’s CV is used as the filter for the search of the candidates. If the applicant is qualified, then the recruiter will add him/her to the list of candidates and start shortlisting. If the applicant does not qualify, he/she will be filtered out.
Using keywords as a filter also helps to cut down the list of applicants by removing the resumes that are non-viable, incomplete, etc.
3. The Leverage of I.T
It’s quite possible that a recruiter doesn’t have any knowledge or experience of software to manage the entire digital asset management process. It is at this point where he/she can consult with a seasoned digital asset management service provider to help him/her manage the entire process.
4. Eliminates Wasting Paper
Because of the proliferation of cloud-based solutions for digital asset management, a recruiter or the recruitment agency can save paper, and save their time, by getting rid of the paperwork that’s usually stored in the office.
Getting rid of unnecessary paperwork that’s sitting on the shelves, or in folders or drawers, is a great start for a digital asset management solution. The next step is to access a database of all the candidates, and categorize them. Then, it’s time to create a list of the key questions that can help the recruiter filter out the applicants that can be interviewed.
In all, the process of digital asset management takes the load off the recruiter’s shoulders by enabling them to streamline the entire process of categorizing and filtering candidate profiles and relevant files within the system hierarchy.
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