#Recruiters #ATS #JobSearch #LinkedInTrend
So I had been under the impression, for several years now, that the dreaded ATS was auto filtering resumes, often times unjustifiably. For many months now, my LinkedIn page has been full of recruiters posting about how the mythical ATS isn’t unfairly burning through resumes.
Feeling Frustrated and Overwhelmed?
Some say they read through every application, they’re adamant that it’s not the ATS that makes it feel like you’re dumping your resume into the void when you apply online, you’re just a bad candidate.
All I can think of is, if the ATS isn’t the reason why online applications seem so pointless and networking so important, then are recruiters just absolute fucking shit at their jobs? Do they honestly think that by debunking the whole ATS thing they come across looking better?
Solutions for Facing the ‘ATS Doesn’t Automatically Screen Resumes’ Trend
1. Network Like Crazy
- Attend industry events
- Connect with professionals on LinkedIn
- Reach out to hiring managers directly
2. Customize Your Resume
- Tailor your resume to each job application
- Use relevant keywords from the job description
3. Follow-Up After Applying
- Send a thank you email after submitting your application
- Inquire about the status of your application after a week
By taking control of your job search and proactively engaging with recruiters and hiring managers, you can rise above the challenges posed by the ‘ATS doesn’t automatically screen resumes’ trend. Remember, your worth as a candidate is not defined solely by the screening process.
Let’s conquer the job market together! 💪🏼🚀 #JobSearchTips #CareerAdvice #ATSMyth #LinkedInRecruiters
Recruiting is just sales under a number name. Attracts the same types of people. I don’t really take any posts on linkedin talking about “advice” as anything more than some random explanation.
I’ve been working in IT for 25 years and have actually gotten the majority of my jobs via cold application. The problem on LinkedIn is this easy apply ability and the fact that people who aren’t qualified will apply just because it painless to do so. You then have a lot of junk applications mixed in with your legitimate application.
Gently, does it occur to you that there are just too many qualified candidates and only so many open positions? I’m not sure how you’re jumping to the conclusion that they are bad at their jobs – which is to fill a role for the company, not to find a job for a specific candidate.
They don’t read through every application that’s 100% a lie. ATS has a double sided blade feature, people who use ATS-Check tools to adapt their resumes to match the job description fully have an upper hand in being interviewed. So basically, it’s all about ‘how good you can make your portfolio look’ and not about ‘how good your resume and qualifications are’.
you are not the only candidate lol
Not sure why they’d be bad at their jobs bc you aren’t that good of a candidate
You’ve identified something correct (that people read applications), but your leap from there to conclusion (that recruiters are bad at their jobs) is missing about a dozen steps.
If you’ve never hired someone, you might not know how it works. At my last place, I would log into the system, a little red icon would pop up like a facebook notification telling me how many new ones I had to read. I read them. Anyone who was rejected was because I had looked at them and gone ‘nope’.
The vast, overwhelming majority of applications are pure unadulterated crap.
There’s no putting lipstick on that fact. Well over 80% of applications I viewed were from people who didn’t have the legal right to work in my country, had zero experience or relevant skills, and wanted me to sponsor their immigration application (which I had no inclination to do, and in any event couldn’t have because they didn’t meet the basic threshold of ‘being able to do the job’). At least most of them were in English.
Then, of the people who were already here, or who had any prior work or education or address history here (unless they explicitly requested sponsorship, which some did, I applied a generous filter so anyone who could be legitimate got a second look), the overwhelming majority were insta-rejects for applying for roles completely outside their skillsets and experience. And if they had any transferrable skills, doing their best to hide it, and not explain.
With the labour shortage, anyone who could be relevant got through. But that just meant grasping at straws, not passing through the impossible. I’m sure the idiots who did things like apply for Chief Executive with a sum total work history of less than 6 months as a receptionist convinced themselves it was everyone else’s fault they couldn’t get work.
Having applied those filters – which, depending on the resume took between under a second and a couple of minutes – started looking really deep and trying to see who was actually a possibility, spending several minutes at a time considering things.
That’s how 200 applications becomes one potential interviewee, if you’re lucky. A lot of the time all you can do is call HR and ask them to extend the posting. And add some extra flashing neon around the “We don’t sponsor immigration applications”.
About a year ago I listed a file clerk job that we were looking to fill on linked in. It returned *thousands* of resumes! It was humanly impossible to open each one, let alone actually look at them. So I just looked at the first 50 or so that came in until I found an applicant who seemed fairly competent and qualified. It was a chaotic nightmare… and when I needed to hire a new receptionist, I just used word of mouth instead.