The Secret to Finding Hidden Gems in Your Recruitment Process

Early in my career as a recruiter, I was completely captivated by detective and mystery books and shows. If you’re anything like me, you probably love the excitement of a good detective show—Law & Order, NCIS, or any other series that keeps you hooked. There’s something about solving mysteries that pulls us in. I believe it's that same sense of intrigue that draws many of us to the world of recruiting. Just like detectives who comb through clues, piece together narratives, and uncover the truth, we recruiters do the same with resumes. The clues are all there, often hidden between the lines, and it's our job to dig deep and determine which ones point us to the best candidate for the role.

But here's the thing: a resume is just one part of the story, and too often, we can miss out on the whole picture. As much as ATS (Applicant Tracking Systems) are supposed to make recruiter- lives easier, they can sometimes filter out the diamond candidates in the rough.

In my years of experience, I've learned that we can't let technology do all our thinking. As recruiters, it’s up to us to dig deeper and make sure we’re not ruling out excellent candidates based on a few skills missing from their resumes or their career path not looking exactly as we expected.

1. Customize ATS Filters for What Really Matters

ATS can be a lifesaver when dealing with hundreds of resumes, but we can’t let them do all the work for us. I always encourage my team to ensure their filters are set to look for core competencies that matter to the role. These could be problem-solving skills, leadership potential, or adaptability. Getting caught up in a list of 'nice-to-haves,' like specific software knowledge or exact years of experience, is easy. But honestly, those are often just surface-level filters. The key is to focus on what truly drives success in the role and adjust your filters to match.

2. Look for Patterns, Not Just Keywords

An applicant tracking system (ATS) focuses on keywords, but this only reveals part of the picture. Analyzing a candidate's experience can provide deeper insights. Maybe their resume doesn’t mention every skill you thought was crucial, but what if they have a history of stepping up in challenging situations? Those transferable skills often matter more than a perfect match. So, my advice to recruiters is don’t let the ATS box you in. Look beyond the keywords and consider how their experience might translate to your role.

3. Check Your ATS Parameters

It’s easy to think we’re being thorough when we use ATS, but sometimes, we’re accidentally filtering out great candidates with slightly unconventional backgrounds. Over the years, I’ve learned to check that the parameters in my ATS reflect the reality of the role. For example, if a candidate’s experience doesn't exactly match the job description but has a solid track record in a related field, don’t discount them immediately. There’s always a chance they’ll bring something fresh to the table.

4. Don’t Rely on ATS Alone—The Human Touch Matters

Yes, ATS systems are efficient, but they can't replace human judgment. After the system has done its thing, I always take a step back and personally review the resumes flagged as “no” or “maybe” by the system. This step has saved me more time than I can count. Some of my best hires weren’t the ones who checked every box but rather the ones who demonstrated growth potential or brought an unexpected skillset to the table. So, my advice? Take that extra step and trust your gut, even if the ATS says otherwise.

5. Look for Potential, Not Just an Exact Match

This is where things get interesting: the candidates who don’t fit your exact mold could very well be the ones who will surprise you. Sometimes, the best talent doesn’t have everything listed in the job description, but they have the passion, work ethic, and ability to learn quickly. I always remind my recruiters to look for candidates who show potential, even if their resume doesn’t match the role. You might just be looking at someone who will thrive with some development.

6. Get Your ATS Provider Involved

I’ve learned that sometimes the ATS doesn’t always work as well as it should, so don’t be afraid to work with your provider to adjust how the system is set up. Make sure it aligns with your company's needs and allows for some flexibility when finding candidates who might not be perfect on paper but could be an ideal fit for the team.

7. Create a Resume Review Process That Uses Both ATS and Human Insight

I’ve found that the best process involves a combination of both. Sure, we use ATS to help us sift through the initial wave of resumes, but then we follow up with a review that looks at more than just the keywords. We allow recruiters to dig into resumes that might not be a perfect fit at first glance. This ensures we're looking at the entire picture—and not missing out on someone who might surprise us.

In Conclusion: Don't Miss the Hidden Gems

Recruiting is like being a detective—you must sift through the details, follow the clues, and keep an open mind. ATS can be a helpful tool, but it shouldn’t be the final authority on whether a candidate is a good fit. Sometimes, those “diamonds in the rough” don’t come with all the shiny credentials we expect, but they bring something just as valuable: the potential to grow and make a real impact.

So, as recruiters, let’s dig a little deeper, trust our instincts, and ensure we’re not dismissing candidates who could be exactly what our teams need.