How Does a Resume Parser Become More Powerful with Taxonomy?

Is your resume parser giving accurate results?

Do you want to dig out more information from the resumes?

What if your resume parser offers more than what you expect?

I understand the common concerns of HR professionals while using a resume parser. But let me tell you that with the help of taxonomy, it can offer remarkable results to the users.

Let's talk about a few use cases of adding taxonomy to your resume parser

 

  • Connecting Job Profile to Skills

With the help of related skills/job profiles, you can get skills related to a specific job profile and vice versa.

For example, for a job profile ‘Head of Resourcing’, RChilli offers related skills such as Resource Allocation, Resource Management, Promotional Campaign, etc. 

Thus, if someone has missed writing these skills in the resumes, Taxonomy can create an additional list of skills and help you in tagging resumes on skill parameters.

It helps you to identify even those resumes that missed having these skills. As a result, you can enhance your search by up to 90%.

RChilli also helps in creating weightage on skills and provides their proficiency level.

It offers Related Skills/Jobs with an 80% success rate.

 

  • Three Exceptional Classifications of Skills

Once you parse a resume, RChilli offers remarkable information on skills.

  1. Skills Block- The section of the resume that shows the skills of the candidate.
  2. Skills Keywords- Any other skills mentioned in the resume e.g in the summary or the paragraph of the resume.
  3. Segregated Skill: Skill keywords are further classified into segregated skills:

    a)Type-
    There are three types of skills:
    i) Operational Skills- You can judge the expertise of the candidates through these skills. These skills are considered while searching for the right fit.
    ii) Soft Skills- These include communication, strategic planning, which are assessed while interviewing.
    iii) Behavioral Skills- These include core values, ethical values of candidates, which are assessed during the interview. 

    b) Skill- An ability of the candidate to do a specific job.
    c) Ontology- It provides the information of the field from where the skill belongs. 
    d) Alias- Synonyms of the skill.
    e) Formatted Name- The standard name of the skill. E.g Microsoft Excel is the formatted name of ‘Excel’.
    f) Evidence- It shows the section in the resume from where the skill is picked up.
    g) Last Used- It gives the details of when the skill was last used by the candidate.
    h) Experience in Months- Total experience that the candidate has for the skill.

Let us give you a few examples of how you can use this classification:

1) If you are looking for skills that are only mentioned in the Experience section, you can check ‘Evidence’.

2) Another scenario is if you want to see which skills the candidate has used in the last five years, you can check ‘Last Used’. 

3) If you are looking for a candidate who has a defined experience in using a skill, you can check ‘Experience in Months’.

Are you feeling amazed with these use cases?

Let's talk, and we will help you explore more about them.

Already Published at RChilli.

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