As a specialized outplacement consultancy operating throughout Switzerland, we are often asked by our clients how they should deal with \u201capplication parsing\u201d. This and the current euphoria for AI prompted us to conduct a survey on the use of application parsing in Switzerland. The aim of the survey was to find out more about the use and satisfaction with the results.<\/span><\/p>\n <\/p>\n Our survey was sent out in 3 languages (German, French, English) to over 4,000 customer contacts. The contacts were divided into different company sizes (according to the categorization of the federal government):<\/span><\/p>\n We received the first interesting result on the use of parsing:<\/span><\/p>\n <\/p>\n <\/p>\n Only 6% of all responses use a parsing tool in their organization. This shows that the prevalence of parsing tools and their use tends to be overestimated.<\/span><\/p>\n Interestingly, not only large but also medium-sized organizations use parsing, in each case around 50% of the corresponding responses.\u00a0<\/span><\/p>\n <\/p>\n For the organizations that do not use parsing, we were interested in the reasons for this:<\/span><\/p>\n <\/p>\n <\/p>\n \u201cNo need\u201d was the most frequently cited reason for this question. However, the fact that parsing is too impersonal, error-prone and costly was also criticized.\u00a0<\/span><\/p>\n The following other reasons were highlighted:<\/span><\/p>\n However, a small proportion of respondents (13%) stated that they would use a parsing tool in the future.<\/span><\/p>\n In summary, it can be said that some of the organizations have made a conscious decision not to use parsing, while the rest have not yet addressed the issue.<\/span><\/p>\n <\/p>\n Responses concerning the reasons for using parsing are fairly evenly distributed:<\/span><\/p>\n <\/p>\n <\/p>\n The responses indicate that cost reduction is not the main focus, but that process optimization, processing speed and an \u201cobjective assessment\u201d of the dossiers are more important.<\/span><\/p>\n Parser use: jobs, tools and satisfaction<\/b><\/p>\n The large companies use in particular \u201cTalentsoft\u201d and \u201cworkday\u201d as tools. Parsing is generally used for all jobs and satisfaction is average to less satisfied (\u201cHad a more user-friendly system before\u201d).\u00a0<\/span><\/p>\n Medium-sized companies use \u201cPersonio Recruiting; recruitee; onlyfy and Softgarden\u201d as tools. Parsing is used in particular for specialists (skilled labor, technical specialists) and managers (team leaders) and here too, satisfaction is average.\u00a0\u00a0<\/span><\/p>\n The shortcomings of parsing are named here: \u201c<\/span>However, a follow-up check of the screened applications is recommended. Because there are also good candidates who are rejected by the parsing process without any reason. The process is only suitable to a limited extent.\u201d<\/span><\/i><\/p>\n Parser use: Problems<\/b><\/p>\n Basically, all users mention the \u201cevaluation problems\u201d (100%) as a shortcoming. One comment puts it in a nutshell: <\/span>\u201cUncertainty in the parsing selection. The process virtually rewards linguistic application competence.\u201d<\/span><\/i>\u00a0<\/span><\/p>\n The following aspects were mentioned:<\/span><\/p>\n The fundamental criticism thus remains: <\/span>\u201cNo machine can read between the lines and feel its way into a CV.\u201d<\/span><\/i><\/p>\n <\/p>\n 5. Findings<\/b><\/p>\n For our outplacement clients and course participants, this means:<\/b><\/p>\n For the use of AI in the HR application process, this means that<\/b><\/p>\n AI tools are as good as the underlying concept. Reducing the quality of an application to the naming of certain terms in the application documents does not do justice to the complexity of the issue. What is missing is a holistic view of the documents that combines structure, presentation and content.<\/span><\/p>\n Even if parsing is only used for the pre-selection of candidates, the result is not (yet) satisfactory.<\/span><\/p>\n Especially in times of a shortage of skilled workers and personnel, the usefulness of these tools must be questioned<\/span><\/p>\n <\/p>\n1. Scope of the survey<\/b><\/h3>\n
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<\/a><\/p>\n2. Results on the use of \u201capplication parsing\u201d<\/b><\/h3>\n
<\/a><\/p>\n3. Results from organizations that do not use parsing<\/b><\/h3>\n
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4. Results for organizations using parsing<\/b><\/h3>\n
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