In the evolving world of recruitment, one question keeps popping up: should companies rely on stored CVs tagged in their ATS, or is it better to start from scratch every time a new role opens up?
The truth is, there’s no one-size-fits-all answer. But current hiring practices reveal some interesting trends and how companies manage talent pipelines depends heavily on the industry and pace of change.
In the evolving world of recruitment, one question keeps popping up: should companies rely on stored CVs tagged in their ATS, or is it better to start from scratch every time a new role opens up?
The truth is, there’s no one-size-fits-all answer. But current hiring practices reveal some interesting trends and how companies manage talent pipelines depends heavily on the industry and pace of change.
In tech-driven companies, where skills like AI, DevOps, or React evolve rapidly, recruiters often tag CVs in applicant tracking systems (ATS) by skillsets, roles, and experience. But even with a well-organized database, many prefer sourcing fresh CVs when it’s time to hire. Why? Because a developer’s skillset from 2020 may no longer match what the job requires in 2025.
In contrast, non-tech industries such as manufacturing, BFSI, and healthcare, tend to store CVs for longer. The logic is simple: core roles like operations, finance, or compliance don’t change dramatically in a short span. With stable requirements, a well-maintained pool of resumes tagged properly can be a goldmine.
That said, modern hiring tools have introduced a hybrid approach. AI-powered Talent Rediscovery tools like Eightfold.ai or Beamery can scan existing CVs and surface potential matches for current job openings, even suggesting candidates who applied years ago. Some systems even send periodic emails to candidates, asking them to update their profile — a simple yet effective way to keep the data fresh.
For companies prioritizing data privacy or operating under strict regulations (like GDPR), keeping CVs indefinitely may not be viable. In those cases, regular revalidation or purging is built into the process.
The smartest companies today do a bit of both: they maintain a structured, tagged database of past applicants and also refresh their sourcing when hiring begins — striking a balance between efficiency and relevance.
So, whether you’re in tech or non-tech, the future isn’t about choosing one over the other. It’s about building intelligent systems that adapt, tag, and evolve with your hiring needs.
