Understand CV parsing and job matching
Parsing extracts and structures information from a CV. Matching then compares candidate data with criteria defined for a role. These are different tasks, and results depend on the documents, extracted fields and criteria you use.
When choosing a workflow, review the data it produces, the comparison rules and the role of human review before connecting it to your recruitment tools.
1. Structure information from CVs
Decide which fields your process needs, such as skills, experience or education. Test representative CVs and review extracted data, including missing or ambiguous fields.
The CVReaderPro CV parsing API uses POST /api/v2/resumes/parser to parse resumes. Resources and request examples are available in the API documentation.
2. Define job criteria
Describe role requirements in observable, job-related terms. Check that your team understands the criteria and that they do not rely on information unrelated to the required skills.
Before using a score to organize a review, ask what data and criteria contribute to it, how recruiters can check the result and how inaccurate information can be corrected.
3. Evaluate results with your team
Compare results across a range of CVs and job descriptions from your work. Record fields that need correction, profiles your criteria could exclude and explanations recruiters may need.
A matching result can help organize application review, but it does not replace the assessment and decisions of the people responsible for recruitment. See CVReaderPro’s transparency and human review information.
4. Choose an integration approach
An API may suit teams connecting parsing to an ATS or HR system. Review endpoints, responses, errors and authentication in the documentation, then test the integration in your environment.
For a workflow without an API integration, review the no-code CV sorting option. Compare both approaches with your operational needs and the published pricing.
A checklist to get started
- Choose a representative CV sample and define the fields to review.
- Write role criteria tied to the work and skills required.
- Review results and ambiguous cases with recruiters.
- Document checks, corrections and integration steps before rollout.