Earlier this month, I briefly referenced the topic of applicant tracking systems (ATS) in another post, but I thought it merited further exploration, especially since I keep reading conflicting opinions as to who is using or not using it, how they’re using it, why or whether job seekers should be concerned, and so on. In our technology-driven age, it’s hard to know if there’s any single “right” answer to these kinds of situations, but hiding your head in the sand and hoping it will all go away is probably not the solution.
Basically, as I understand it, an ATS is used by companies to manage all their job openings and screen the resumes that come in, so they only have to really look at a select few compared to the total number received. One way the system helps them do this is by searching for keyword or keyword phrases of particular interest. Okay, you’re probably familiar with the concept of keywords; it’s been around a long time now. In fact, those of us who write resumes for you make an effort to identify and use all the keywords and phrases that seem to be relevant to your experience and that appear to match some or all of the qualifications your target employers are seeking.
However, according to an article by Meridith Levinson, called “5 Insider Secrets for Beating Applicant Tracking Systems” (quoting from an interview with Jon Ciampi, CEO of Preptel), “what matters most to applicant tracking systems is the uniqueness or ‘rarity’ of the keyword or the keyword phrase….That is, the keywords and phrases must be specific to a particular job ad.” Farther on in the same article, Levinson notes that what shows up to recruiters when they see your “resume” isn’t much like the way your original submission looked. That’s because an ATS pulls data from resumes into a database according to pre-set instructions and apparently can make any number of mistakes along the way. Comforting to you as a job seeker? Not much!
Can you “game” an ATS? I’m not sure I know the answer to that one, but I suspect two things: (1) it wouldn’t be easy, if possible; (2) someone (maybe a lot of someones) has probably already tried or will try soon. What most of the careers experts I know recommend is that you still aim to incorporate into your resume the keywords and phrases most likely to be of interest to the employers you’re targeting. (If you can access inside information on what those might be, more power to you!) Some say you should avoid using specialized format items such as tables and graphics because applicant tracking systems don’t read them well and will overlook or mess up your carefully formatted information.
Of course, it would almost certainly be best if you can find a way to circumvent all applicant tracking systems by going directly to the hiring manager–or, at the very least, someone who has a direct pipeline to him or her and can move your resume to the desired person without going through a tracking system. Just don’t expect the companies to make it easy for you to do that!