ReKrute CV Library: stop searching for CVs, find the most relevant profiles
Posting an offer and waiting for applications remains an important step in recruitment. But for some profiles, this is no longer enough.
The best candidates are not always actively looking. Some have not yet seen your advertisement, others do not describe themselves with the keywords you would have thought of.
This is precisely where the ReKrute CV Library shows its full value: allowing recruiters to directly search for the talents they need among 1.7 million candidates, instead of relying solely on incoming applications.
1. Why the CV Library remains essential for recruiters
Urgent recruitment, a scarce profile, a very specific skill. In these situations, waiting can quickly slow down the process.
The CV Library allows the recruiter to regain control.
They can identify candidates matching their needs, review their background, and broaden their sourcing beyond those who have already applied for the ad.
This is particularly useful when the applications received are few or when none truly match the profile sought.
The logic changes: you no longer just wait for the candidate to find you. You can also go find them.
2. Searching by criteria: getting straight to the point
Classic searching in a CV library allows cross-referencing different criteria to gradually refine results.
Job title, experience, skills, location, or other characteristics of the desired profile: the recruiter can build their search according to the job requirements.
This approach remains particularly effective when the need is clearly identified and you know precisely which criteria must be present in the profile.
But it also has a limit: candidates do not always use the same words to describe the same skill or experience.
A good profile can therefore sometimes remain invisible simply because its CV is not worded exactly like the recruiter's request.
3. With Kiara Sourcing Agent, search becomes conversational
This is where artificial intelligence brings a new way of sourcing.
With Kiara Sourcing Agent, the recruiter no longer needs to start by building a perfect combination of keywords.
They can simply describe their need in natural language: the desired position, the expected experience level, essential skills, the industry, or even the elements they want to prioritize.
Kiara analyzes the request and searches for the most relevant profiles in the ReKrute CV Library.
The recruiter can then continue the conversation to refine their criteria: ask for more experience, add a skill, or broaden certain parameters.
Sourcing thus becomes closer to how a recruiter actually expresses their needs.
4. Starting from a CV, a job description, or an ad
Not all recruitments begin with a perfectly structured list of criteria.
Sometimes, the recruiter mainly has a reference CV, a job description, or an existing advertisement.
These elements can directly become the starting point of the search.
Artificial intelligence analyzes the context, experiences, and skills sought to identify profiles similar or consistent with the need.
This is particularly useful when replacing an employee, recruiting multiple people for the same job, or finding profiles similar to a candidate deemed relevant.
5. Fewer searches, more time to qualify talent
A CV library is only valuable if it allows you to quickly find the right profiles.
The goal is therefore not to review the largest number of CVs possible, but to reduce the time spent searching to increase the time spent analyzing and interacting with candidates.
With the ReKrute CV Library and Kiara, the recruiter can combine several approaches: search by criteria when they know their need precisely, contextual search when they want to go beyond keywords, or conversational sourcing to build and refine their search progressively.
The recruiter remains in control. The technology simply helps them get to the right place faster.
The key takeaway
The CV library is no longer just a database of CVs to search through.
Used well, it becomes a real active sourcing tool, capable of expanding the pool accessible to recruiters and allowing them to identify talents that a simple advertisement might never have surfaced.
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