Frequently Asked Questions

 A software for managing the recruiting and hiring process. An ATS is a centralized storage of people's private information with controlled access, search, and filtering capabilities. 

 Talent Management Systems (TMS) | Candidate Management Systems (CMS) | Recruitment Management Systems (RMS) Recruitment Software | Hiring Software | Recruitment Tracking Systems | Candidate Tracking Systems | Job Applicant Systems | eRecruitment Systems | Recruitment Automation Software | Intelligent Talent Acquisition | Parsing Software 

 No, modern ATS may also provide additional features, such as: 

Artificial Intelligence (AI) and Machine Learning (ML) (artificial intelligence chatbots, automated resume screening, candidate matching, and predictive analytics), Integration with Job Boards and Social Media, Customizable Workflows Advanced Reporting and Analytics, Personalized Communication, Automated Interview Scheduling, Onboarding Integration, Compliance and Data Security, Video Interviewing, Diversity and Inclusion Tools (features to promote diverse hiring practices, including bias detection in job descriptions and candidate assessments) 

No - tailoring is still a critical part of this process. Candidates should apply the language of the organization (mission, terminology in job postings, social media) to the resume before sharing it.

99% of all Fortune 500 companies use ATS platforms. 70% of large companies currently use ATS in the US. 20 % of small and mid-sized businesses currently use an ATS. 75% of recruiters use an ATS to review applicants.

https://www.selectsoftwarereviews.com/blog/applicant-tracking-system-statistics (2024)

ATS exist in small to large companies, with a high % in global industry giants. They exist to simplify complex hiring processes, so the higher the complexity, the higher the chances an ATS is used. Many ATS platforms are application portals or have third-party integration with other job boards; therefore, if you are redirected to a new page in your application process, most likely, you are dealing with an ATS. Based on these odds, best to assume that an ATS is used almost every time your participant applies for a job. 

No, they have different features, functionalities, interfaces, integration capabilities, AI and automation features, compliance and data security, scalability and pricing, mobile accessibility, and candidate experience.

 As Google or an AI platform: "Which ATS does ABC Company use?" Check out the URL for the name of the ATS. Check the fine print / legal / privacy policy on the career pages. 

Qualifier questions, job posting and application forms, workflow and hiring stages, candidate screening and filtering, candidate communication, reporting and analytics, access permissions, candidate status and tags, assessments and interview scheduling, integration with third-party tools, tracking and reporting, job offer management, onboarding, and more. 

ATS can be customized to specific countries, especially regarding compliance, language, and recruitment practices. While many ATS platforms operate globally, they often offer configurable options to meet the unique needs of different countries.

While some ATS scan cover letters for keywords and phrases, they typically prioritize the resume in their analysis. Including the cover letter in the same document as the resume can sometimes work against the candidate. It is recommended to submit the cover letter as a separate attachment. 

While LinkedIn itself is not a traditional ATS, it functions as a powerful recruitment tool that integrates with various ATS platforms used by employers. It facilitates job postings, candidate sourcing, and initial application tracking but does not replace the comprehensive functions of a dedicated ATS.

 “Easy Apply” is a convenient tool for quick applications. However, for more competitive or specialized roles, taking the time to apply through the company’s website with a tailored resume and cover letter might yield better results. 

These questions are customized by the organization to determine if you have the minimum non-negotiable requirements for the role. Examples of Qualifier or knock-out Questions:

• "Do you have at least 5 years of experience in project management?" 
• "Are you willing to relocate to London, UK, for this position?"

Even though you might not pass through these qualifier questions, your resume will remain stored in the ATS for a Human to find and read if needed.

 Yes, qualifier questions can quickly knock out candidates who don't meet the requirements. However, the resume remains in the ATS.

Non-mandatory qualifier questions generated by ATS are typically designed to gather additional information that helps evaluate candidates beyond their basic qualifications. These questions are often used to assess cultural fit, personality traits, or specific skills that aren't necessarily required for the job but can provide valuable insights.

You have the option to check the box "Prefer not to share." 

Examples: 

• "What are your salary requirements?" 
• "Are you available to work weekends or evenings if required?"

Despite the decision to answer or not to answer these questions or how you answer these questions, your resume will remain in the ATS for a human to find or read.

Yes, ATS can potentially screen the individual out if they enter a salary range that is too high, depending on how the question is configured. While this may exclude the person from consideration for that specific role, the resume will still remain in the ATS database, where recruiters can access it for future opportunities.

Most ATS systems don't have a universal "passing score," as the score varies depending on the specific job description, company, and configuration of the ATS. However, many ATS systems use a scoring threshold to screen resumes based on keywords and qualifications that match the job posting. 

Generally, a resume needs to score around 70% to 80% in terms of matching relevant keywords and qualifications to pass the initial screening by an ATS.

 No. Formatting can cause parsing issues, but all resumes are received and stored in ATS. 

 Standard fonts, even Aptos, the most recent default for Microsoft, are safe to use on resumes. For example, Calibri, Calibri Light, Tahoma, Roboto, Aharoni, Futura, Cambria, Trebuchet, Lato, Helvetica, Baskerville, Quicksand, Verdana. 

 Valuable content and simple formatting are what matters for ATS. As long as the resume is built on "full" pages (avoiding ¼ or half pages) and includes relevant and valuable information, the resume can be one full page, two full pages, or three full pages in some cases. 

 The content is potentially searchable by ATS, but the columns might cause issues during the parsing process. Participants often struggle to tailor their resumes when columns are used. The information within the column should be organized based on how they are "read"--top left, bottom left, top right, bottom right. 

 A tool integrated into the ATS. The resume parser extracts information from resumes and feeds the data to the ATS. Humans can customize and filter the information based on their recruiting requirements. The parsing capabilities differ for each ATS; therefore, there is no one-template-fit-all resume. Each resume will behave differently for each parsing/ATS application. This process can be a frustrating step for candidates as sometimes, they will need to manually input details already found in the resume. 

 Keywords play a critical role in helping both the ATS and humans quickly assess whether you have the necessary qualifications for the role. Some ATS quickly filter and rank the thousands of applicants that apply to each job. These software score your resume based on its "relevancy" to the job description. Including the right keywords within the resume will attain a higher score. 

The objective title, which should match or closely match the targeted job title. Other scanned information includes job titles, skills, education, industry-specific terminology, tools, technology and action verbs related to achievements. 

 Yes, if the PDF was saved from an ATS-friendly document (provided by RiseSmart Writers). PDF has to be one of the options mentioned in the ATS instructions for uploading documents.