ATS: Why organisations miss out on diverse & exceptional talent

My lived experience shaped by ATS

As a skilled migrant with over 15 years of extensive experience in the HR domain, I have encountered significant challenges in continuing my professional trajectory since arriving in Australia 8 years ago. One of the most significant barriers has been the widespread implementation of Applicant Tracking Systems (ATS) by employers across various industries.

While ATS technology is intended to streamline the recruitment process, its rigid algorithms and keyword-based filtering mechanisms have inadvertently created obstacles for diverse candidates like myself, who bring a wealth of global expertise and unique perspectives to the workforce.

Despite my proven track record and transferable skills acquired through international experiences, the ATS systems often fail to recognize the nuances and contextual relevance of my background. The keyword-matching algorithms are frequently unable to capture the depth and breadth of my qualifications, which may not align perfectly with the predefined criteria or terminology used in local job postings.

Moreover, the lack of human touchpoints in the initial screening stages means that exceptional candidates like myself, who may not fit the traditional mould but possess invaluable skills and experiences, are frequently overlooked or discarded by the ATS filters. This automated process fails to account for the richness of diverse backgrounds and the potential value that candidates from different cultural contexts can bring to organizations.

The challenges posed by ATS systems are further compounded by the complexities of navigating a new job market and adapting to the local recruitment processes. As a migrant professional, I often find myself struggling to comprehend the intricate nuances and requirements of the Australian job market, which can differ significantly from my previous experiences abroad.

This disconnect between my global expertise and the rigid screening mechanisms of ATS systems has unfortunately hindered my ability to secure suitable employment opportunities commensurate with my experience and expertise. And I am not alone, for almost every professional who have arrived mid-career, almost told the same story across most functions (except for some IT and accounting professionals). It has been disheartening to witness my professional growth stagnate, despite my unwavering commitment to contributing my skills and knowledge to the Australian workforce.

To address this challenge, it is crucial for employers and recruitment professionals to recognize the limitations of over-reliance on ATS systems and embrace a more holistic and inclusive approach to candidate evaluation. By incorporating human insights, contextual understanding, and a genuine appreciation for diverse experiences, organizations can unlock the potential of exceptional talent like myself, who may have been inadvertently overlooked by the narrow filters of ATS algorithms.

Breaking it down

In my previous organisation, ATS was pitched on the merits of increased productivity, efficient screening, reduced time to hire and improved candidate experience (debatable). If you read between the lines, ATS has never claimed to improve the quality of recruitment.

Applicant Tracking Systems (ATS) can have several negative impacts when it comes to considering diverse and exceptional talent, if not used properly:

• Screening out qualified candidates: ATS systems often rely on keyword matching and parsing algorithms to filter resumes. This process can inadvertently screen out qualified candidates whose resumes do not contain the exact keywords or formatting that the ATS is programmed to recognize, even if they possess the relevant skills and experience.
• Perpetuating biases: ATS algorithms can perpetuate biases and discrimination if the system is not properly configured or if the data used to train the algorithms is biased. This can lead to the exclusion of candidates from underrepresented groups or those with non-traditional backgrounds.
• Overlooking transferable skills: ATS systems may fail to recognize the transferable skills and experiences of candidates from diverse backgrounds or industries, as they may not match the exact job requirements or keywords specified in the system.
• Limiting candidate pools: By relying heavily on ATS filters, organizations may unintentionally limit their candidate pools, potentially missing out on exceptional talent that falls outside the predefined criteria.
• Lack of context and nuance: ATS systems operate based on rigid algorithms and may not account for the context, nuances, and unique circumstances of each candidate's background and experience.
• Disadvantaging non-traditional candidates: Candidates with gaps in employment, career changes, or unconventional career paths may be overlooked by ATS systems that are designed to prioritize traditional linear career progressions.
• Discouraging diverse applicants: The use of overly complex or rigid ATS systems can discourage diverse candidates from applying, as they may perceive the process as impersonal and biased against individuals with unique backgrounds or experiences.

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Changing the playbook

Please consider the following ideas on how you can tweak your Applicant Tracking Systems (ATS) to ensure that diverse and exceptional talent gets shortlisted:

1. Expand keyword searches: Broaden the list of keywords and phrases used in resume parsing to include a wider range of relevant skills, experiences, and terminology. Include synonyms, alternative phrasing, and diverse terminology to account for different backgrounds and perspectives.
2. Customize ‘knockout questions’: Review and modify any knockout questions or criteria that may unintentionally screen out qualified candidates from underrepresented groups. Avoid rigid requirements that may disproportionately impact certain groups, such as degree requirements or years of experience.
3. Implement skills-based filtering: Focus on evaluating candidates based on their skills and competencies rather than relying solely on job titles or specific experiences. Use skills assessments or coding challenges to identify exceptional talent beyond traditional criteria.
4. Leverage resume parsing for context: Configure the ATS to parse resumes for contextual information, such as transferable skills, unique experiences, or career transitions, rather than just keyword matching. Use natural language processing (NLP) to better understand the context and nuances in resumes.
5. Incorporate human review: Implement a human review process for resumes that make it past the initial ATS screening, allowing for a more holistic evaluation of candidates. Train recruiters and hiring managers on recognizing and valuing diverse experiences and backgrounds.
6. Monitor and adjust: Regularly analyze the diversity of applicant pools and shortlisted candidates to identify potential biases or gaps in the ATS settings. Continuously refine and adjust the ATS configurations based on data and feedback to ensure fair and equitable candidate screening.
7. Partner with diverse sourcing channels: Collaborate with organizations, professional associations, and community groups that support underrepresented communities to expand the reach of job postings and attract a more diverse pool of candidates.
8. Provide clear application instructions: Offer guidance and instructions to candidates on how to effectively navigate the ATS system and optimize their resumes for parsing and screening. Consider accepting alternative application formats or supplementary materials that showcase diverse experiences and skills.

The challenge is on striking the right balance between leveraging the efficiency of ATS while ensuring that diverse and exceptional talent is not inadvertently overlooked during the candidate screening process. This requires focus & intent with a proactive and data-driven approach.

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Look out for my follow-up article on how Gen AI can transform ATS and enable your organisation to access diverse & exceptional talent!