Hiring has always been a challenging process, but in today’s digital age, one of the biggest hurdles job seekers face is dealing with an Applicant Tracking System (ATS). While some ATS’ might be better than others, even the best ones struggle to effectively identify, filter, and capture what I like to call “All Star” candidates. Here’s why.
The Evolution of Job Applications
Years ago, the job application process was personal. Candidates would print copies of their resumes, drop them off at businesses, shake hands with a few people, and hope for an interview.
During an interview, success often hinged on personal attributes — how candidates carried themselves, the passion in their words, and their excitement for the opportunity. Back then, landing an interview was a lot easier because the process was inherently more human.
Let’s flash forward.
The Modern Job Application Process
Today, job seekers submit their resumes online, which are then fed into an ATS. This software scans resumes for keywords and phrases that match the online job description. If a resume lacks these keywords, it might never be seen by hiring manager, regardless of the candidate’s abilities or personality. It’s a system where the first hurdle is beating the ATS just to get a chance at an interview.
Unfortunately, many candidates, at no fault of the ATS but due to poorly structured ATS automations, will likely submit a resume and never hear back. In essence, they will be ghosted.
If candidates who fail to beat the ATS are contacted at all, it will be via an automated rejection email, and not a single person will have ever looked at their resume.
The Rise of ATS: A Double-Edged Sword
The advent of the ATS was driven by technological advancements aimed at saving companies time and money. On the surface, an ATS can handle large volumes of applications quickly, making the initial screening process more efficient. However, this efficiency often comes at the cost of human intuition, interaction, and understanding. Sure, the process is faster, but how many qualified people did your team miss out on because a candidate didn’t keyword stuff their resume?
The reliance on keywords can result in overlooking highly capable candidates who don’t tailor their resumes to “beat the system.”
The Human Element in Hiring
No technology can replicate the human ability to gauge a candidate’s potential based on a gut feeling. An ATS might streamline processes, but it also creates lazy Recruiters and complacent HR Managers who are more focused on submittal numbers or hiring quickly than on finding the “All Star.”
An ATS cannot assess a candidate’s enthusiasm, cultural fit, or soft skills — qualities that are often crucial for success in any role.
The Downsides of Over-Reliance on An ATS
As I have stated, relying heavily on an ATS can lead to the inadvertent exclusion of highly qualified candidates simply because their resumes lack specific keywords. This reliance on algorithms undermines the critical value of human judgment and interaction in the hiring process. It fosters a frustrating environment for job seekers, who end up tailoring their resumes for each job they seek only to satisfy an impersonal system rather than highlighting their genuine skills and experiences.
Moreover, an ATS can result in companies missing out on exceptional talent, at a cost they will never be able to truly quantify.
Balancing Technology and Human Insight
While an ATS can be a valuable tool for handling large volumes of applications and setting up some pretty impressive automations, it should never replace human insight and understanding.
Companies need to find a balance between using technology to streamline processes while ensuring that the humans being paid to do the hiring remain actively involved and engaged throughout the selection process.
Moving Forward
As we continue to advance technologically, it’s crucial to remember that these advancements should enhance, not replace, the human elements of hiring.
Recruiters should be trained to use a company’s ATS effectively without becoming overly reliant on them. The goal should always be to find the best candidates — those who not only fit the job requirements but also bring passion, enthusiasm, and a willingness to grow within the organization.
While an ATS can save your team time and money, those systems clearly present a new and significant set of challenges.
The key to successful hiring lies in balancing the efficiency of technology with the irreplaceable value of human judgment. By doing so, companies can ensure they are not just filling positions, but finding the right people to drive their success.
