It's been several months and days since I came across various articles about ATS (Applicant Tracking Systems) and the fear my advised clients have about their professional careers because they were concerned that bots were reviewing the majority of CVs. So, leveraging my friends and acquaintances in the recruitment field, I decided to become a detective in the style of "Sherlock Holmes" and wanted to find out what was happening.
Before proceeding, I wanted to express my gratitude to someone in the recruitment field for allowing me to test various CV templates "in situ" using ATS technology to understand why certain CVs were being rejected due to excessive formatting. I also wanted to extend my thanks to those individuals with incredibly interesting projects whom I had the opportunity to meet this week, who provide advice and support while using an ATS to apply for jobs online, how to present oneself, or even that entrepreneur who, despite her struggles in the job search, decided to help people like herself to have a chance to be seen. I could go on, but this article aims to shed some light from my perspective on the world of ATS.
It's important to bear in mind that technology is advancing by leaps and bounds. Each ATS system has its own peculiarities and nuances.
Online Application: What Should You Consider?
Three basic aspects to consider when applying for a job online: the hiring process, technology, and how you, as a job applicant, present yourself.
It's clear that you don't have much control over two out of these three aspects. However, you do have control over how you present yourself online so that potential recruiters can find you or your CV.
Remember, as I always say, that it's crucial to explore more options than just online applications since success rates tend to be quite low. Utilizing your network and building relationships not only strengthens your value but also opens more doors. This, in turn, reduces competition and lessens the need to rely solely on online job applications.
Do Bots Disregard Most CVs?
Undoubtedly, in my opinion, the answer is no. It's important to note that most organizations still do not use an ATS, and while they are working to improve their hiring processes, talent acquisition teams have not yet discovered the "Holy Grail" to secure the "best talent" through AI and automation.
Some larger organizations with talent acquisition teams use hiring algorithms to preselect candidates. Many ATS systems automatically rank candidates who apply for a job based on selection criteria to assist the recruitment or talent acquisition specialist. In most cases, it's the human specialist who does the preselection, not the bot.
There's a significant fear of biases. Undoubtedly, in this regard, there's a great concern that when an algorithm is employed, it could perpetuate or even amplify discrimination. The case of Amazon's AI tool, which exhibited bias toward women, serves as a reminder. Many recruitment teams still prefer traditional selection methods.
There are several possible scenarios:
I. The Early Applicant
If someone applies for a position quickly and is accustomed to the role, they might have a more advantageous position compared to those who apply later. You might wonder why.
Usually, a recruitment specialist handles between 10 and 40 roles simultaneously. They know they need between 3 and 10 applicants to preselect and send to the manager for initial consideration. Once the suitable candidates are selected and the shortlist is prepared, the capacity to continue seeking candidates is limited. At this point, many job applicants take risks by applying for roles that may not match their skills. So, don't get discouraged; apply for positions that align with your skills.
II. The Curse of the Killer Question
This is generally the stage where many candidates face frustration. This question often results in the elimination of numerous candidates. While some systems allow you to continue with your application as soon as it reaches the recruiter, you might still receive that automatically generated rejection email.
III. Use of Algorithms to Preselect Candidates
If algorithms are used, the talent acquisition team or recruiter might focus on keywords in your CV, the companies where you've worked, and the duration of your experience. The algorithms determine the duration of your experience, so be sure to provide full year ranges, starting from the most recent.
IV. How Easy is it to Find Your CV?
Recruiters use manual keyword-based boolean searches. Hard skills are generally more relevant than soft skills. If your CV aligns well with the position and the language of the job posting, you'll also have a better chance of being preselected. It's also crucial to match job titles.
ATS systems will likely ask you to fill out a job application instead of sending your own CV—annoying, I know. Let's get back to keywords, as in an online application, these can increase your ranking since the most recent information appears before the CV. I know it sounds counterintuitive, but be patient and take your time.
V. Overly Formatted CVs
ATS systems dislike heavily formatted resumes. You might wonder why. When you upload your CV, it travels through "analysis technology" and is converted into a format that can be transcribed into a standardized digital profile.
It was at this point that I was able to test it on CV templates, and it rejected them when the file size was too large or when a scanned CV was requested, which was converted into an image.
Although we're often told to submit CVs in PDF format, it looked much better in Word; excessive formatting caused distortion.
Undoubtedly, the good news is that the text can be searched, but a poorly analyzed resume can be off-putting for the recruiter, and this is where this aspect becomes important.
My advice is to avoid extensive use of tables, dark backgrounds, and bullet points, as these can be challenging for ATS systems to read.
However, don't think that a creative CV doesn't have a place. If you know an ATS will be used, opt for a simple CV. If you're applying online, but it's easier, find out who's handling the hiring and try to connect with them. Nowadays, it's easy to do so via LinkedIn, and the job posting can provide you with a clue. I've come across cases of "victory" where individuals sent an introductory video explaining their value proposition along with a creative CV and secured that coveted interview.
Could you be next?
In Conclusion technology makes our lives easier, but in the realm of recruitment and selection, there's still progress to be made. Undoubtedly, those of us passionate about people management want to provide all candidates with a rewarding journey toward improving their careers. As technology advances, we have the role of educating job seekers about their role, and with each step, we'll move in the right direction.
