Recently, a potential client mentioned that she was feeling lost when it comes to applicant tracking systems. I hear that frequently, and since we’re moving our way through the new year (#newyearnewjob), it seemed like a good time to demystify the ATS.
What is an applicant tracking system (ATS), anyway?
According to Wikipedia (I know, I know - not a real source of truth), “an applicant tracking system is a software application that enables the electronic handling of recruitment and hiring needs.” To break it down further, an ATS is a software (typically web- and mobile-based these days) that a company can use to post jobs, collect applicants, and move applicants through the entire hiring process. An ATS does a lot of things, but it’s commonly known for its use as an automatic resume screener, which brings me to my next point.
Do all companies use an ATS to screen out resumes?
No. In fact, I personally have never worked for a company that did so. Some very large companies may, on occasion, rely on the ATS in this way, but even then it’s not a given. Friends who have worked for well-known, extremely large tech companies have said they personally reviewed every resume themselves, without relying on ATS matching.
Is there just one ATS?
Recruiters out there may get a chuckle out of this, because goodness knows we are inundated with applicant tracking systems. We’ve all used multiple systems, and most of us have feelings on the ones we like and dislike. Not all ATSs even have the ability to weed out candidates based on keywords. Of course, as a candidate, you may not know the intricacies of whichever system a company is using.
If not all companies have the ATS do the work, do keywords matter?
Yes! On the off chance a company is using their ATS to screen out resumes based on keywords, it’s imperative you have the right information displayed on your resume. That aside, there are a few other reasons to be mindful of keywords. For one thing, recruiters scan for them, too! Imagine you’re a recruiter filling a role for which someone needs experience coding in Java. For whatever reason, no other coding language will suffice. You receive a resume that shows great past experience, but no actual coding language is listed. A good recruiter with all the time in the world may reach out to clarify, but time isn’t unlimited. When a recruiter scans a resume for just a few seconds, your listing those relevant keywords will make it much easier for them to see you’re a fit. Also, what people often forget is that once you apply, you’re in the system forever. Maybe you aren’t a fit for the job to which you’ve just applied, but in a few months or a year, or even years down the line, they might be looking for someone with your skill set. Most applicant tracking systems allow recruiters to search keywords and pull up past applicants, to whom they can then reach out about new opportunities.
Should I type all the keywords from the job posting into my resume in white font so the system picks it up?
No. Just don’t. While it may not be obvious on the resume document itself, if/when the ATS parses out your information, it could show up. It’s not a good look.
Can a resume writer run my resume through an ATS to test how well it will do?
Because there is no single ATS and they don’t all work the same, this can be tricky. Sites like Jobscan allow you to input your resume and a particular job posting to see if there’s a match. For those who prefer a less technical method, you can print out the job posting and highlight the main keywords (anything that’s fundamental to the job, listed multiple times, or included as a requirement) and then find those keywords on your resume. If they’re not there, look for places to (truthfully) slot them in.
There is a lot of talk about “beating the ATS” and “getting past the bots,” but what’s most important is representing your skills truthfully, accurately, and in the most compelling way possible. A professional resume expert can help you determine what to include and how to present yourself as an excellent candidate for the job.