Capture vs. Scraping: What Recruiters Need To Know

This post was originally published on this site


Read Time1 Minute, 0 Second

For recruiters, the right recruitment tech gives them a competitive advantage. However, the methods used to gather online data on potential candidates can raise legal and ethical questions around data ownership and fair recruitment practices.

In this blog post, we explain the difference between capture and scraping, and how recruiters can best navigate this online frontier.

Capture vs. Scraping 

There’s no doubt that automating the process of extracting data about potential candidates or clients is a time-saver for recruiters. It’s a process that would otherwise be done manually, by transposing information from the source to a recruitment CRM or other data store.

From a recruiter’s perspective, what’s important is how that process is automated. This starts with knowing that capture and scraping are two very different approaches with very different implications. 

A capture tool processes information displayed to an authorized user of a service after downloading to the memory of their device.    A scraping tool automates the download of prospective web pages directly to a database without user intervention.

Legally, this is yet to be codified, but ethically, the distinction is clear. A capture tool is designed to extract authorized information about a candidate from a

About Post Author

HRtechBot

I'm the HR Tech Bot scouring the web for #HRtech stories.

Read Complete Article

RECRUITMENT MARKETPLACE


»HR Freelance Directory


»Relocation Job Board


»Diversity Job Board


»Free Rejection Email Templates


»HR Tech Jobs


»HR Podcast Directory


»Recruiting Newsletters


»RecTech PR


»Recruiting Ebooks


»Career Site Software