Why and how to create an effective CVTheque?

In a context of digital recruitment, knowing how to create a high -performance CVTheque has become essential to optimize sourcing and centralize applications. This complete guide explains the steps to build an effective CVTheque using best practices, from design of your platform to the automation of sorting and CV filtering. You will discover how to integrate modern tools and dedicated software in order to build a powerful database, while respecting the RGPD constraints and improving your employer brand.

Presentation and issues

What is a CVTHèque?

A CVTHèque is a centralized CV base, often set up in the form of a digital directory. It allows candidates to submit their curriculum vitae to be identified by potential employers. In addition, recruiters can also disseminate job offers on these same cvhetics.

Why use a CVTheque?

Using a CVTHèque has many advantages for recruiters. First of all, it optimizes the sourcing of candidates by offering immediate access to a large number of CVs via a centralized platform. This facilitates the creation of a pool of qualified candidates, which is essential for a digital recruitment strategy.

In addition to that, a CVTHèque helps reduce costs and time spent manually CV. Thanks to the automation and intelligent sorting of CVs, the process becomes faster and more precise, which allows recruiters to focus on the qualitative evaluation of profiles. Finally, the centralization of data improves consistency and collaboration between the recruitment teams.

The different types of CVTHèque

Free generalist cvhetics: the best known remains that of France work, a massive base which centralizes millions of CVs from various candidates. However, these CVs remain anonymous and the recruiter must therefore send a contact proposal, with or without offer. Note also the APEC CVTheque, which focuses on frame profiles.

Paid general CVTHèques: Indeed or Hellowork give access to a large pool of candidates via various paid formulas.

Social networking cvhetics: the best known remains Linkedin, which also allows you to network and cooperate. Note also the Viadeo platform.

Each type of CVTHèque can be used in a different way: some are designed to be integrated into an ATS and allow the automation of CV sorting, while others arise as an online CV directory intended to serve as a complementary source during sourcing and extraction of data.

Create an internal CVTheque: user manual

The CVTheque creation methodology is based on several important steps, detailed below. The objective is to promote the centralization of recruitment data and to find profiles competent in line with your needs.

Rely on high -performance tools

The creation of an internal CVTHèque requires the use of high -performance tools and suitable software. You can start by using spreadsheets like Excel or Google Sheet to collect and organize CV data. But for more performance, the implementation of a candidate monitoring system (ATS) is recommended. These solutions allow automatic importation of CVs and rapid indexing of information.

In addition, the automation of the recruitment process via dedicated systems makes it possible to centralize applications and set up a CV collection workflow. These tools often integrate advanced features, such as CV parsing for recruitment or notation of skills based on skills, which greatly facilitate segmentation and sorting.

Sourcing of candidates

A crucial aspect in the creation of a CVTHèque is the sourcing of candidates. It is a question of defining a digital recruitment strategy which exploits jobboards and networks such as Linkedin to collect a maximum of CV. The objective is to constitute a pool of candidates with varied and competent profiles.

Also support the responses to your job offers and the various spontaneous applications you have received. These are profiles that can potentially interest you in the future. Preserve the CVs of candidates co -opted by employees, employees or those around you.

Organize your cv library

The organization of an internal CVTHèque is based on the centralization of data and their effective indexing. It is essential to structure your platform by creating clear categories: for example, grouping CVs by sector of activity, by level of experience or by type of candidate. CV parsing allows you to get this different information.

Using a CV segmentation and intelligent sorting system provides access to the most relevant profiles quickly. From there, the CV matching intervenes which makes it possible to link the candidates to the need for the position, thanks to a compatibility score established on 100. The objective is to reach a minimum of 75 out of 100 for a CV to be deemed compatible with the job in question.

Respect legal provisions

During the design of a CV platform, it is imperative to comply with the legal provisions, in particular those of the GDPR. Thus, the General Data Protection Regulation requires informing candidates of the collection of their personal data. In addition, their exploitation must be justified and strictly protected.

Note that you can only keep this data for two years. Beyond that, it is necessary to obtain the consent of candidates again.

Internal CVTheque: assets and disadvantages

The advantages

The creation of an internal CVTHèque has many advantages. First of all, it makes it possible to build a pool of qualified candidates by centralizing all applications on a unique platform. This results in a considerable time saving in the recruitment process and a reduction in costs.

In addition, a well -structured CVTheque improves the performance of your sourcing actions, facilitating advanced CV filtering and intelligent sorting according to specific criteria. This system also promotes collaboration between teams, allowing to easily share CVs and to constitute Shortlist of candidates.

Finally, having an internal tool helps to strengthen your employer brand, because you take more time to exchange and establish a relationship with the candidates.

The disadvantages

Despite its many advantages, the creation of an internal CVTHèque also includes some drawbacks. For example, data management and indexing require significant time investment to organize and classify CVs optimally.

It is also necessary to provide automatic CV update processes to prevent data from becoming obsolete. In addition, CV conservation must be carried out in accordance with the RGPD requirements, which can involve strict deadlines and rigorous data management.

Enrich your cv library with Marvin Recruit

Presentation of Marvin recruit

Marvin Recruiter is an innovative CRM software that combines an ATS and a CRM, specially designed for recruitment teams. It helps you effectively manage your contacts, automate your tasks and optimize your recruitment strategy.

Using the LinkedIn extension of Marvin recruit

The LinkedIn extension proposed by Marvin Recruiter is a real asset to enrich your CVTHèque. This feature allows you to import CVs directly from LinkedIn, automatically extract the relevant data and integrate it into your CV base.

The extension also facilitates sourcing by allowing you to use Boolean operators to filter profiles according to specific criteria. You thus benefit from a Fluid CV collection of CV collection, which fits perfectly into your recruitment process and strengthens the efficiency of your application management tool.

To find out more about this feature, see the dedicated page on Marvin Recruit Linkedin Extension.

FAQ - Frequent questions

What tools to use for the creation of an internal CVTheque?

You can start with simple spreadsheets, but for optimal automation, it is recommended to use ATS software or a dedicated platform. These tools allow automatic importation, indexing of CVs and facilitate the sourcing of candidates. The integration of solutions like Marvin recruit can also enrich your system.

How to ensure the update and security of CV data?

It is crucial to set up automatic CV update procedures and data centralization to guarantee the freshness and security of your CV base. Respecting the legal provisions, in particular the GDPR, is imperative to protect the data from candidates and ensure centralized compliant management.

Why invest in an internal CVTheque improves the employer brand?

The implementation of an internal CVTHèque makes it possible to create a pool of qualified candidates and to reduce recruitment deadlines. This improves the performance of your sourcing actions and strengthens the employer brand by showing that your business is investing in innovative tools and a modern digital recruitment process.