Data entry of new candidates into the database can be labour-intensive, so it is important to automate the process as much as possible. RMS achieves this by:

These steps are shown in more detail below. First click "Edit/Copy" (or edit/cut) the CV document from Windows Explorer, or Microsoft Outlook. Then right-click the large multiline text box and click "Paste" to paste in the document. Alternatively, you can drag the document into the large multiline text box.

RMS will now read the document, and convert it into text format into the text window. At the same time, RMS will attempt to parse the CV, and will show the successfully parsed fields at the right of the screen:

If RMS can parse the email address, it will search for candidates with that email address (there should only be one record in the database for a particular email address). If a duplicate is found, RMS will list the duplicate or duplicates:

If unsure that the candidate is a duplicate, you can view more details of the existing duplicate record, by selecting it, then click the "More Info" button:

If the new CV matches the existing duplicate, click the "Existing" button, so that the new CV and any changes you make, will be saved in the existing candidate record. If you decide the new CV does not match any of the displayed duplicates, click the "New" button, so that RMS will create a new candidate record.

If RMS cannot parse the fields from the CV, or if it misses some, this screen has a rapid data entry facility. For instance, if the current employer name is not recognised, drag over the employer name in the left hand pane to highlight it, then click the "employer" button on the right, and the text will be pasted into the employer field.

Finally, click the "Save" button to save the candidate to the database. After the data and CV is saved, RMS will transfer to the normal candidate screen, where you can enter more data from the CV (such as job history and education). Note that you can use "edit copy and paste" to upload any additional documents, such as a candidate covering letter. You should also assign the candidate to a vacancy.