Create a candidate record

Candidate creation supports manual entry and resume-assisted review. Resume extraction fills empty fields but the recruiter remains responsible for reviewing the information before the record is created.

Review before saving

Treat extracted resume content as a draft. Confirm identity, contact details, employment history, education, and specialty information against the source document before creating the candidate.

Decide whether a new record is needed

Search the existing talent records before creating another candidate. Compare more than a name when two records could describe the same person: use authorized contact details and the source resume to establish identity. Similar names do not prove a duplicate, and different spellings do not prove that two records belong to different people. Ask the responsible recruiter to review an uncertain match.

Choose manual entry when you have a small amount of confirmed information. Resume-assisted entry is useful when a candidate has supplied a current document, but the extraction still needs review. Keep unknown details empty where the form allows it. A guessed availability date or pay expectation can mislead the next recruiter who opens the record.

Review a resume from top to bottom

Start with identity and contact information, then compare employment and education entries against the document. Check whether dates belong to the right employer and whether a specialty is explicitly supported. A heading, reference name, or agency address in a resume can be mistaken for candidate information, so inspect the populated fields rather than accepting them as a group.

Extraction fills empty fields. If you entered information before uploading the resume, compare those existing values too; a successful extraction is not a confirmation that every field now matches the document. Resolve the form's confidence and duplicate warnings before saving. Remove empty employer or education entries if they do not describe a real part of the candidate's history.

Keep candidate statements distinct from verification

For a fictional example, Maya Rao supplies a resume listing registered-nurse experience and says she is considering a night-shift role. Her record can reflect the experience supported by the resume and the preference she expressed. It should not imply that the client has accepted her, that she has agreed to a start date, or that credential review is complete.

Use the document and recruiting workflows for those later checks. A complete-looking profile is not a substitute for confirming the facts required for a particular job. This distinction is especially useful when a record will pass between recruiters who were not present for the original conversation.

Check the created record before outreach

After creation, find the candidate in Talent and inspect the saved identity, recruiting details, and resume when applicable. If the action reported an error, check whether a record was created before submitting the form again. Creating a second record to recover from an uncertain response can make later review harder.

If a required field or permission continues to block creation, record the exact message and the action that produced it. Follow the candidate-save help article before retrying, and use the approved support process for any source document that needs investigation.