Candidate profile entry
Approved identity, contact, location and availability fields are created or updated in the ATS.
Staffing and Recruiting
Helping Recruitment Teams Maintain Candidate Records Without Making Hiring Decisions
Candidate information arrives through resumes, forms, job boards, email and recruiter notes. SDES provides staffing and recruiting data entry services that organise supplied facts into usable ATS and recruitment records.
Our professional operators work within approved candidate-matching, status and privacy rules. Agencies and internal talent teams can outsource recruitment data entry for migrations, sourcing administration or recurring queues while recruiters retain suitability, screening and hiring decisions.
Candidate Identity and Source Fidelity
A profile should contain what the candidate supplied, not what an operator inferred
Similar names and duplicated applications can fragment recruitment history or attach documents to the wrong person.
Project setup confirms ATS IDs, email and application matching, vacancy structures, status vocabulary and the fields operators may access. Profiles are not merged solely because names and employers look similar.
The recruitment data management solution captures supplied education, employment, skills and contact information without embellishment. An expert recruiter decides relevance, qualification and progression.
Identity, compensation and screening documents can be restricted by field or folder, with uncertainty returned to authorised teams.
High Volume, Personal Information
Speed should not create inaccurate candidate claims or duplicate profiles
An offshore recruitment data entry team can reduce administrative queues without evaluating candidates. SDES enters observable and approved facts only.
Teams that outsource ATS administration receive completed profiles and a candidate-or-vacancy exception register. Hiring authority remains internal.
Recruitment Data Workstreams
Support from applicant intake to placement administration
Resume data capture
Employment, education, skills and certifications are transcribed from supplied candidate material.
Application record updates
Vacancy, source, application date and authorised status values are linked to the correct candidate.
Vacancy data entry
Role, location, employment type, requirements and approved requisition fields are prepared for review.
Interview scheduling records
Candidate, vacancy, stage, interviewer and supplied appointment details are maintained.
Screening document indexing
Approved checks and supporting files are classified without making clearance decisions.
Placement record preparation
Client, role, assignment, start date and supplied status fields are organised for authorised teams.
ATS migration cleanup
Potential duplicates, incomplete profiles and inconsistent status values are identified for review.
Candidate-Safe Processing
A workflow separated by identity, vacancy and recruitment authority
Define ATS fields and access
Candidate keys, statuses and restricted information are documented.
Review duplicate scenarios
The pilot includes repeat applicants and conflicting records.
Process by vacancy or queue
Batches stay aligned with recruiter ownership.
Return hiring decisions
Suitability, screening and uncertain matches remain internal.
Free accuracy test
Test Your Staffing and Recruiting Data Entry Services Rules with a Free Pilot Batch
Send a representative sample with your real source files and field rules. We will return a review-ready output so you can assess the workflow before making a financial commitment.
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Candidate Data Controls
Profiles are reviewed for accurate ATS association and restricted access
Recruitment processing organises supplied facts without evaluating candidate suitability.
Candidate matching
Email, application ID and other approved identifiers help prevent duplicate or mixed profiles.
Source fidelity
Skills, experience and qualifications are captured from the supplied material without embellishment.
Privacy boundaries
Resumes, contact details and screening documents remain limited to assigned operators and systems.
Recruitment Administration Capacity
Production support while recruiters control candidate decisions
Applicant surges
Prepare candidate and application records during high-volume campaigns.
ATS migration
Structure historical profiles and identify uncertain duplicates.
Recurring placement administration
Maintain approved vacancy, interview and assignment records.
Recruitment Deliverables
Records prepared for ATS use and recruiter review
Why SDES for Recruitment
Source-faithful profiles and restricted candidate-data access
Our professional recruitment data processing follows ATS permissions, approved statuses and candidate-source evidence. Operators never improve a resume by adding unsupported experience.
The client’s expert recruiters retain suitability, screening and hiring decisions. SDES provides offshore administration capacity with candidate-level exceptions.
Recruitment Project Experience
Staffing and recruiting case studies
Project Name: ATS Candidate Migration
Problem: Legacy systems contained duplicate applicants and inconsistent statuses. During the ATS Candidate Migration in Australia review, without a controlled structure, the client could not separate records ready for use from those requiring an authorised decision.
Solution: Profiles were aligned using approved candidate and application identifiers. During production for ATS Candidate Migration in Australia, representative searches were tested against the completed index to confirm that users could retrieve the intended source files.
Outcome: Migration files and a duplicate-review register were delivered. After completing ATS Candidate Migration in Australia, the archive became easier to migrate, audit and retrieve without losing the link to the original source files.
Title: Recruitment Systems Manager
Industry: Staffing Services
Country: Australia
Project Name: High-Volume Application Intake
Problem: Recruiters were spending campaign time creating ATS records. During the High-Volume Application Intake in United Kingdom review, possible duplicates and inconsistent identifiers created a risk of merging separate customers or fragmenting one account history.
Solution: Candidate facts and vacancy relationships were entered under approved rules. For High-Volume Application Intake in United Kingdom, confirmed identifiers controlled updates, while duplicate, ownership and relationship decisions remained with authorised CRM administrators.
Outcome: Review-ready applicant queues and incomplete-profile exceptions were prepared. As a result of the High-Volume Application Intake in United Kingdom workflow, records personnel received both a searchable index and a smaller exception queue for incomplete or uncertain documents.
Title: Talent Operations Lead
Industry: Recruitment Process Services
Country: United Kingdom
Project Name: Placement Record Consolidation
Problem: Branch files used inconsistent client and placement references. During the Placement Record Consolidation in United States review, staff could not confirm archive coverage without repeatedly comparing index rows with the original source collection.
Solution: Records were mapped to approved client, worker and requisition masters. During production for Placement Record Consolidation in United States, priority identifiers and cross-field relationships were checked before the clean delivery file was released.
Outcome: A consolidated placement file and unmatched-assignment list were delivered. Following delivery for Placement Record Consolidation in United States, users could search the completed register by approved metadata while unresolved files remained visible for targeted review.
Title: Staffing Technology Director
Industry: Contingent Workforce
Country: United States
Client Feedback
Feedback related to recruitment data projects
ATS migration feedback
“Candidate profiles were migrated without treating similar names as duplicates. Our recruiters received complete histories where identifiers matched and sensible review notes where they did not. Good, reliable work, and we appreciate the care taken with the batch.”
Isabella G.
Recruitment Systems Manager
Australia
Application intake feedback
“Resume information was captured accurately without embellishing skills or experience. That gave consultants a consistent ATS record while leaving candidate assessment entirely with them. The turnaround was impressive and helped us keep the project on schedule.”
Thomas E.
Talent Operations Lead
United Kingdom
Placement consolidation feedback
“The application backlog became manageable once documents, status and vacancy references were organised together. Each recruiter could focus on their own exceptions instead of searching shared folders. We found the arrangement cost-effective and useful for managing the workload.”
Layla C.
Staffing Technology Director
United States
Recruitment Data FAQs
Questions about candidate and ATS data processing
Does SDES assess candidate suitability?
No. We capture supplied facts; recruiters retain assessment and hiring authority.
Can duplicate candidates be merged?
Only under approved identity rules; uncertain profiles remain separate.
Do operators rewrite resumes?
No. Candidate information is captured without embellishment.
Can screening data be restricted?
Yes. Access can be limited by field, folder, vacancy and system role.
Can output support ATS migration?
Yes, after candidate, vacancy and status mappings are confirmed.
What should a pilot include?
Provide representative resumes, ATS fields, statuses and duplicate scenarios.