This approach attempts to satisfy both the recruiter and the applicant. The recruiting manager can shortlist resumes without having to transform resume further because they are entered through the website by the candidate in the database. The applicant is saved the botheration of visiting the recruiter's website periodically and manually checking for all the suitable vacancies. 

This approach is thought to be ideal but it is really not ideal!

JAAPlus survey reveals ++ and -- as follows: 

++ a) the above approach is a vast improvement over solicitations through emails or hard copies because of enforced uniformity of structure and completeness of resumes received, 
-- b) forms contain many important fields that assess expertise or areas of interest and these are not enumerated exhaustively enough, compromising precision in profiling/ searching and hence the HR department must resort to expensive and time consuming data mining for short listing or do excessive manual scanning
-- c) many "impatient" applicants send in unstructured resumes anyway. Pushing for higher precision/detailing has diminishing returns - many candidates simply donot have the patience or they feel the odds of their getting selected are too low so they choose the easy route to submit their readymade resume. These applicants may include "good" candidates. If this lot of applicants is rejected, the organisation loses out on hiring good potential talent. Else the organisation ends up either doing manual scanning or transforming the resumes in their online database!

In short the above approach does not eliminate manual scanning or data mining or transformation of unstructured resumes. There is a more cost-effective method. JAAPlus outsourcing packages can help to eliminate all three time consuming and expensive processes..

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