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Applicant Tracking Systems: Why They Are Used and How They Affect You

As I explained in the previous blog, an applicant tracking system (ATS) is a computer program that selects resumes based on how well they fit an open position. It’s important to note that your resume does not appear in the ATS the way you wrote it. The ATS pulls up only the information it considers to be relevant to the position.

Everyone knows that an ATS may miss those critical points that prove how right you are for a job. So why would a company use an ATS? A client of mine sought me out because he ran into exactly this problem. He had successfully handled a position as a temporary employee; yet, when the position became permanent and he re-applied, the ATS rejected his resume. When I rewrote his resume, he got the job because I made sure his resume was ATS compatible.

How did the Fortune 500 company explain this situation? They needed a hiring system that was Equal Employment Opportunity (EEO) compliant. They decided to use the ATS system to be sure they selected candidates to interview fairly.

I believe we are reaching a time when applicants need two separate resumes (or more): one for networking and human eyes and one for ATS systems. Computers and people do not read or comprehend data in the same way.

Is you resume ATS-compatible? Ask Robin’s Resumes® and we’ll find out.

How Do Employers Find Their Ideal Candidate?

Recently on LinkedIn, someone asked how business owners, recruiters, and HR executives find their best candidates. The answers to that question are valuable for anyone who is searching for a job. There are five key steps that employers take in evaluating a candidate:

  1. Check the resume for job history and skills. Recruiters eliminate people who are clearly job hoppers, with one position after another that lasted less than a year; they also eliminate applicants who lack the vital skills they need.
  2. Check the resume for intangibles. It may be important, for example, that the candidate likes to work alone or travel out of the country or make presentations.
  3. Look at social media. A Facebook or Twitter page may reveal that a candidate has a problem the company does not want to deal with, such as excess drinking or anger toward co-workers. Or a company where volunteerism is important, for example, may look for evidence of a candidate’s volunteer activity.
  4. Pay attention to the job candidate’s attitude during the interview. If a candidate arrives late, texts during the interview, treats the receptionist rudely or gives inappropriate or flustered responses to questions, that candidate is considered a bad choice.
  5. Be prepared to train the right person. For some companies, a demonstrated willingness to learn is more important than current skills.

Robin’s Resumes® can help you anticipate these steps when you are looking for a job. I write resumes that put your job history in the best light and make it clear that you have the right skills and attitude. The resume also indicates whether you are a good candidate for training, if the company offers it. Together, we can evaluate your online presence for consistency with your resume.

Let me help you become the ideal candidate for business owners, recruiters, and HR executives.

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