ATSs are computer software that weed out applicants who don’t meet the job description. Candidates can improve their chances of getting through an ATS by ensuring their resume contains the right keywords.
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What is an ATS?
Application tracking system can save hiring managers and recruiters hours in the recruiting process by automatically posting job descriptions to multiple job boards, filtering resumes based on keywords, scheduling video interviews, and more. Depending on your business’s needs, you can find an ATS that is free to use or offers a full suite of premium features for a flat monthly or annual fee.
A good ATS can also automate the entire recruitment process and provide recruiters with a complete hiring dashboard with pipeline overviews, candidate parsing, and more. However, if your company is struggling to attract talent and you need more applications, an ATS will not help.
While ATSs can be essential in recruiting, your recruitment and employer branding strategy will determine how well your business recruits and hires. So, before investing in an ATS, assess your short and long-term recruitment goals and focus on attracting and connecting with candidates before investing in recruitment technology.
How do ATSs work?
When companies post job applications online, they receive a lot of resumes from candidates. ATSs are software programs that help recruiters and hiring managers filter, and parse resumes to find qualified applicants for open roles quickly. ATSs, also called resume scanners, use algorithms to analyze and rank applications based on how well they meet the job’s posted qualifications. The ATS software then narrows the pool to identify strong candidates most likely to be interviewed and hired for the position.
When ATSs are used correctly, they can dramatically speed up the hiring process by eliminating a lot of the manual work involved in screening and searching through job applicant applications and CVs. However, ATSs are only effective if the application process is well-designed. If not, ATSs will likely become an expensive, time-consuming waste of money and can slow the hiring process even further. Choosing the right ATS software starts with assessing your recruitment strategy and understanding what features you need to support it.
What are the key features of an ATS?
An ATS keeps all employment applications and resumes in one place, making it easy for recruiters to search for candidates and keep track of their application status. It also helps shorten the hiring process to retain top talent who are interested and onboard faster.
A good ATS offers a variety of other valuable features as well. Look for things like:
Advanced analytics and reporting can help you understand recruiting trends and better align strategies to your goals.
It keeps candidates informed and engaged throughout the hiring process with seamless communication from application to offer or rejection.
Keyword-rich templates for job descriptions make it easier to find and attract qualified candidates.
How do I optimize my resume for an ATS?
An ATS narrows down the candidate pool by searching for keywords. It can include specific skills, qualifications, and experience related to the role. For example, if a job description calls for front-end web development expertise, it’s essential to incorporate that term into your resume in both the skills and experience sections. However, overusing a keyword can raise red flags with an ATS. Instead, use logical variations like “front-end developer” and “programmer” to ensure your resume makes it through the screening process.
It’s also important to avoid using photos or graphics on your resume. These can confuse ATS software and cause it to misread your information. In addition, ATSs may not be able to interpret tables and text boxes correctly. It can cause your resume to be overlooked during the scanning process. Optimize your resume for an ATS to increase interview chances.
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