How To Make Sure Your Resume Is Applicant Tracking System (ATS) Ready
Long gone are the days where a human resources professional or hiring managers had the time or bandwidth to sit and sift through hundreds of resumes to find the best candidate for a specific role they have been assigned to fill. Most hiring managers have somewhere around 10 seconds to look through a resume before making a decision on the candidate's viability - and this is AFTER the resume has passed through an internal Applicant Tracking System (ATS).
As corporate human resources functions have become more sophisticated, the utilization of Applicant Tracking Systems has become normal practice for companies both small and large. ATS allows hiring managers and HR professionals to spend less time parsing through resumes, and more time filling important internal positions throughout their organizations.
Knowing that most companies nowadays are using an ATS to filter and sort through resumes, it is important to understand how ATS works, and ensure that your resume is constructed in a manner that is conducive to success through these ATS.
The best way to make sure your resume is ATS ready is to work with a professional resume writing firm, like Employment BOOST. You can see Employment BOOST Resume Writers Reviews here. But if working with a professional resume writer isn’t in your budget, a quick way to prepare your resume for ATS success is to use clean formatting.
Using clean formatting, as simple as basic text on page, helps the ATS parse your information and content into the appropriate fields and boxes within its internal system. You definitely don’t want your first and last name being parsed into the address field, for example, because you have done something clever with the formatting on the resume.
Returning back to working with a professional resume writing firm, if you are in the market for help landing your next dream role, firms like Employment BOOST specialize in crafting perfect resumes and other career-related documents. You can see Reviews For Employment BOOST Resumes here.
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7 年I tell you what turns me into a bluebottle about this. Your first sentence. Long gone are the days where a human resources professional or hiring managers had the time or bandwidth to sit and sift through hundreds of resumes to find the best candidate for a specific role they have been assigned to fill. I tell you why. If this is accurate, then every example of the HR function is broken. HR is foremost to equip and maintain an outstanding workforce. If every HR team is relying on bullshitty computer analysis for picking out keywords and everything bar the usefulness of that prospective candidate, then the problem is far greater than this article intimates. The problem would be so grave that industry itself is doomed by increasingly missing out on what it needs as AI grows yet more pervasive and disruptive within the workforce framework. Industry needs to understand the attributes in a candidate that are hidden from view until a physical interaction takes place. For sure use technology to sift. But not at the expense of missing out on a future CEO because their CV didn't match your stupid scoring system.