Is ATS rejecting 50% of your candidates??Recruiters reveal your Secrets!??? Two days ago, I stumbled upon a newsletter (sent to 120K job seekers!) that claimed, "These tracking systems typically screen out over 50% of applicants before they even make it to a real, live human being." Sounds like something straight out of a sci-fi movie, right? Especially when some other "study" has shown that up to 75% of qualified applicants are rejected by ATS programs because they can't be read. However, in reality, these are just hypothetical scenarios that have no basis in fact, like many sci-fi movies. As someone who's always been curious about how the ATS systems work, I asked the author of this claim, Austin Belcak, for some answers. But, unfortunately, my questions went unanswered (as usual). So, I'm reaching out to all of you (recruiters) for some insights. I need to know: ?? A) Do you know any ATS that screen out over 50% of applicants before they even make it to a real, live human being? Have you ever seen it happen? (Movies do not count!) ?? B) If you receive 400 resumes for a role, do you only look at the first 10-20 profiles? ?? C) Now, here's the bonus question: if 380 resumes don't even get a pair of eyeballs, how do you manage to select the top 10-20 profiles? I'm dying to know your secrets! For those who are reading this post, here are some other myths/tips that are also not true: - 75% of resumes are never read by a human. - 80% of today's jobs are landed through networking. - At least 70%, if not 80%, of jobs are not published (hidden job market). - Recruiters spend only six (or seven, seven, four, or eight) seconds looking at your resume. - You need a special resume template to beat ATS robots. - You need to have a one-page resume. - Networking is only important if you're looking for a job. - You should apply and interview for a new job every six months, even if you are happy at work. - You need to be 100% fit for a job to apply. - You need to have a LinkedIn profile to be taken seriously as a job candidate. Did I forget anything? #recruitment #StopTrickingJobSeekers #resume
My kid is 2 but he loves imaginary stories, from now on I'm going to tell him about this magic ATS robot that lives in a computer and makes 50% of mommy's job, it's more imaginary than the tooth fairy ??♀?
Honestly, the amount of BS I see and come across from these 'guru's' who make all the above claims is ridiculous. Sometimes when I think I've seen it all - I see something else that blows my mind ?? If I get 1 applicant or 100 - each and every single applicant is looked at and reviewed. And no, it doesn't take me 4 seconds to read a CV. I'd love to meet these recruiters who are reading them so quickly ?? that's a talent within itself! I'm sure there will soon be posts on "how to read a CV in under 10 seconds and speed up your recruitment process". ?? ??
I have the feeling that these people publishing these articles don't even know what an ATS is or stands for, while every company does use one, it's literally a tracking system. I have never used or met anyone who has used their ATS to automatically reject candidates based on X parameter. There's still a human going through every resume -which takes more than the magical six seconds everyone talks about-, sure the ATS helps filter and organise candidates, but there isn't a bot rejecting anyone, let alone 50% of the candidates. Why would any company want to let go of such a huge candidate pool without even looking at them!? Also, not even in my wildest, happiest, craziest dreams do I get 400 applicants for one role.
As someone without a recruitment background I have a question: While I see that ATSs are not automatically rejecting candidates, they are still helping the recruiters and hiring managers by parsing the CVs and make information easier accessible, right? So it does make sense for candidates to keep the CV text based and parsable by automatic systems. Would love to hear your opinion on that.
Workday, Taleo, iCIMS, SuccessFactors, Lever, SmartRecruiters, Jobvite, Greenhouse, JazzHR, Breezy HR. Any experience with these ATSes?
Well.. despite of all the other b*shit in this newsletter - where is this company who gets 400 applications for each role??? :D Happy guys.
From my perspective of using ATS and applying for roles, it can be hit or miss at parsing your CV and summarising it. I think that's where the issue is. It can lead to your application not being seen in the correct light.
As an ex recruiter - there was no ATS robot. When I received 500 applications for a job, I looked at 500 applications, in all possible styles and designs and formats. I was dreaming about resumes a lot. ??
Sr. Recruiter - I build the teams that build the satellites. Recruiting Truth Teller & Mythbuster. Somehow, LinkedIn Top Voice 2022
1 年?? A) Do you know any ATS that screen out over 50% of applicants before they even make it to a real, live human being? Have you ever seen it happen? (Movies do not count!) <--Never. Even when using knockout questions, those applications are still totally visible, just "dispositioned" status. ?? B) If you receive 400 resumes for a role, do you only look at the first 10-20 profiles? <-- nope we review them all every day in the order received, until we make a hire. We MIGHT disposition without review if we have an offer extended (and try to take down roles when we have a solid short list) - otherwise, we continuously recruit until that person starts and try to re-align applicants to other roles if they are a fit. ?? C) Now, here's the bonus question: if 380 resumes don't even get a pair of eyeballs, how do you manage to select the top 10-20 profiles? <-- if someone figures this out, let me know LOL