Do you know that 40M”>> 40M people are using LinkedIn for job search, and ~87% of the recruiters use LinkedIn to assess and communicate with prospective candidates? When candidates increase their trust in recruiting websites and social media, recruiters need to take benefit from data during the hiring procedure. Recruiters are using web scrapers to automate data extraction from recruiting sites to analyze the job market, know candidate qualifications, and improve the hiring procedure.
What are the Advantages of Web Extraction for Recruiters?
Over 40,000 employment sites are there in the USA alone that can be used as a big source of candidates’ data. Scraping applicable data from employment sites could be a time-consuming and tedious job, so, web scrapers could offer the given advantages:
- Allow a data-driven decision-making approach to hiring
- Lessen the cost of hiring teams to scrape the data
- Lessen the time spent on physically scraping candidate data
- Offer virtually real-time data on job postings
Use Cases of Web Data Scraping in Recruiting
Every 2 out of 3 recruiters are not having any necessary tools to know the market as well as the talent pool they recruit from. So, recruiters can use web scrapers in:
Candidate Resourcing
Creating a Pool of Talent
77% of the recruiters believe they are more competent in their recruiting efforts whenever they have a strong market understanding, and they know the talent pool they’re hiring from. A talent pool is the listing of candidates that could be qualified for present or future job opportunities in the organization. Recruiters could utilize web scraping bots to gather candidate lists from employment sites to make an updated talent database for any organization as well as create relationships with the candidates before they apply.
Compare Candidates’ Qualifications
Web scrapers could collect data regarding candidates from different targeted platforms like employment websites or their profiles or social media profiles. Web scrapers could also get programmed to scrape qualification-particular data like skills or education fields in the candidate’s profile. Different recruiters could leverage the scraped data to study candidates’ qualifications as well as assess their match with particular positions.
Gather Candidates’ Contact Info
Web scrapers could gather candidates’ contact info like phone numbers and email addresses from different employment websites to help recruiters reach and contact qualified candidates for their open positions.
Targeted Candidates in Particular Geographical Regions
A few web scrapers incorporate IP proxies to give access to region-wise data. It helps recruiters target candidates in any particular region if the role needs employees to deal with on-site.
Job Market Analysis
Understand the Salary Ranges
Most recruitment sites like Salary.com or Glassdoor offer data about different salary ranges for particular roles, experiences, and geographical areas. Web scrapers could be used for collecting salary ranges for an organization’s openings to assist recruiters in understanding candidates’ expectations and consequently optimize salaries.
Recognize Job Requirements
Recruiters could recognize the education and skill requirements for particular roles by monitoring what the competitors are searching for in the candidate. Recruitment web scrapers can gather data from any business competitor’s job lists and job post information to assist recruiters in creating superior job descriptions.
Source: LinkedIn job posting
Making Competitive Job Openings
Recruitment web scrapers could also collect data from competitors’ sites about various training opportunities, tractability in vacation days, working hours, advantages, etc. By understanding what competitors offer, recruiters could optimize job offerings and benefits packages to draw candidates and avoid losing them in competition.
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Best Practices of Recruitment Data Scraping
To get the majority of web scraping abilities in the recruiting procedure, businesses could follow the finest practices that include:
It is important to observe if the site you wish to extract permits bot scraping, if not, then you would face legal problems like the LinkedIn vs. hiQ Labs case, where hiQ had breached LinkedIn’s User Agreement that especially prohibits automated scraping and access.
- Selecting the Correct Employment Platform: Hundreds of employment platforms and sites are available today, although a few platforms offer an extensive scope than others, whereas others could be more placing-targeted. For instance, Indeed and LinkedIn have an extensive database for different kinds of positions across the globe, while GitHub, as well as Stack Overflow, are focused more on programming as well as tech positions.
- Updated Candidate Pools: Around ~15M job openings, as well as 35,000 skills, are listed on only LinkedIn and getting updated with all hiring. So, it is very important to extract employment sites frequently to keep all the talent updated.
It is important to observe if the site you wish to extract permits bot scraping. If not, then you would face legal problems like the LinkedIn vs. hiQ Labs case, where hiQ had breached LinkedIn’s User Agreement especially prohibits automated scraping and access.
If you are looking to scrape recruitment or recruiter’s data, then X-Byte Enterprise Crawling is the best place to be in! For more details, contact X-Byte now or ask for a free quote!
