Job Board & Recruitment Data Scraping

The datasets include many structured fields related to job postings, including but not limited to job title, company name, location, date posted, role summary, required skills, level of experience for successful candidates, salary range, type of employment (i.e., full-time, casual), and link to apply. All HR departments use these fields for various types of analytical purposes. They can use the data within them to assess hiring trends, talent shortages and overall hiring activity. HR teams are able to analyse the relevant data to help guide recruitment strategies and to assess employee planning needs through use of the data.

Yes. iWeb Scraping provides recruitment datasets that are pre-processed, ready to be used as is, and contain structured information, such as the job posting, salary, skill requirements, and hiring trends. All datasets have been cleaned and normalized, and are ready to be immediately integrated into a reporting, HR, or analytics software system.

Of course! With iWeb Scraping, you can have your data extracted in any format you like (e.g., job portals, industries, job titles, locations, skills, level of experience, and fields of data are just some of the ways we can customize your data extraction). Also, we can establish the data extraction for you, which creates tailored workflows that guarantee the data created fits your specifications exactly based on your company’s business goals and provides you with actionablerecruitment intelligence.

Both options are available. Data can be delivered to you via one-time data extraction or by ongoing data updates based on predetermined time frames, e.g., daily, weekly, or monthly. Recruitment datasets delivered on a scheduled basis enable them to remain up-to-date at all times and provide for real-time monitoring of talent demand, employer activity and recruitment trends.

We can deliver recruitment datasets to you in multiple formats, including but not limited to: CSV, Excel, JSON, or any format that can be set up as a database-ready structure. All format types are compatible with all of the different types of analytics tools, HRIS, and dashboards, allowing for ease of integration, efficiency in analysis, and speed of deployment for initiatives requiring workforce planning, talent intelligence, or recruitment strategy.

Automated processes used by scraping job boards include automatic navigation of the web page associated with the job board, extraction of structured fields using automated methods, and creation of automated tasks to cross-reference and link to job postings on other job boards, and how the data is retrieved, processed and stored has been determined by the standards set in the public domain, including standards used by organizations who are required to keep information available to the public.

Scalable job portal scraping implies that we are capable of scrapping multiple job boards (ex: Monster and Hot Jobs) concurrently, using the same iWeb Scraping infrastructure & job scraper technology, while maintaining data accuracy, consistency and performance, as well as having processed thousands of postings for a long period of time, thereby providing near real-time, reliable datasets for the enterprise level recruiting intelligence & workforce planning.

Automated processes of normalizing and validating job postings identify duplicate listings and streamline their removal. This allows us to maintain a clean and accurate dataset while keeping it structured for accurate analysis of both unique job listings and hiring trends without redundancy.

Using version tracking and periodic scraping, organizations can monitor various changes made to job postings, including variations in pay or revisions to requirements, amongst others. Organizations can then utilize this information to analyze trends, understand changing talent demand, and keep track of historical hiring knowledge they can employ in constructing long-term strategies.

Yes, job data can be retrieved from a job board through an API or downloaded in mass quantities. Organizations are provided with tools that will allow them to extract and utilize job data in real time and incorporate that data into their own analytic tools, HR systems, or dashboards to generate relevant recruitment data/insight for their organizations.

It would be true that job boards have made their data publicly available for job seekers looking for information about job opportunities, therefore allowed to be scraped by iWeb Scraping. We refrain from collecting, whether through scraping or otherwise, unlicensed materials such as restricted, private, or paywalled materials. Therefore, we comply with legal requirements and abide by the rules of access of the forum in order to provide compliance, trustworthy and structured recruitment intelligence.

Yes, we use ethically responsible means to perform our data scraping. Our data scraping only uses publicly available/accessible information from job boards and follows robots.txt file protocols. We do not use methods that would make the act of logging in difficult for others nor will we use such means in our workflows/subsidiaries; therefore, reducing the amount of operational, legal, or privacy risk inherent in data scraped from sites.

Yes. iWeb Scraping does not collect any personal or identifiable information about candidates. We adhere fully to the GDPR and related data protection legislation to ensure that recruitment intelligence is processed legally, and we are committed to protecting user privacy and the integrity of the company.

All scraped data is encrypted when transmitted, has secure housing and only authorized persons have access to it. In addition, we monitor the scraped data continually, have restricted access to employees who can access the scraped data and have instituted internal controls to ensure that private and identifiable datasets remain confidential and protected against unauthorized access.

No. We only scrape publicly posted jobs, recruitment trends by employer and general labour market intelligence. We do not collect any personal, private or identifying information about candidates to be in compliance with applicable privacy legislation and reduce the risk of a breach of privacy.