I am really struggling trying to apply to places, but I just learned that companies may not even see my resume because of the software they use to sort resume's.

52 Comments

1. AnonymousMarch 27,2023 at 7:43PM UTC

   What? Why wouldn't they see it?

   If you are using an incompatible format change it immediately. All your hard work would be for nothing

2. AnonymousMarch 27,2023 at 7:45PM UTC

   Best practice is to present your resume that is a reflection of the job description. Not lying but reflect and present.

3. Joan Williams, Senior Talent Acquisition SpecialistMarch 27,2023 at 7:58PM UTC

   Typically there is no sorting involved in applying for jobs. I can't think of any reason a company would not be able to see your resume as long as you are applying with a Word doc or a PDF document.

4. AnonymousMarch 27,2023 at 8:02PM UTC

   not so

5. Joan Williams, Senior Talent Acquisition SpecialistMarch 27,2023 at 11:41PM UTC

   Absolutely 10000% so.

   I have experience with 7 or 8 different ATS and with different configurations of those systems.

   The ATS is basically an electronic filing cabinet that stores resumes, allows recruiters to manage and track candidates through the interview process, is where offer letters are generated.

   There typically is no sorting involved with the application process.

   Here's what happens (on all the systems I've ever used) when a candidate applies to one of my open requisitions: I click on their name in the list of applicants for that requisition. Their resume has not been ranked. It has not been sorted for keywords. It has not been "scored". It has not been filtered.

   I click "download resume". It downloads in whatever form - Word doc or PDF - the candidate uploaded it. I look at their resume. With my eyeballs. Every resume.

6. AnonymousMarch 27,2023 at 8:01PM UTC

   Google subject “recommendations for an applicant tracking system, friendly, résumé”

   scanning, and parsing are common practices when applications are processed, and some of them are not parsed properly.

   I personally was able to view mine, and so many things on my résumé were incorrect due to ATS processing software.

   do yourself a favor and as I said, Google recommendations and change whatever needs to be changed, you’re not changing experience you’re taking out color possible cabs possible bold it’s self-explanatory when you read it

7. AnonymousMarch 27,2023 at 9:40PM UTC

   I want to piggyback on this very good answer by sharing that in addition to, or more so, after doing what was advised here. If you can objectively tell that your resume is not visually up to par. Then going to Etsy and searching, " ATS friendly resumes" will bring up resumes that you can purchase to use for applications moving forward. When browsing the selections, bundle packs that include action word sheets, and interview practice sheets are the best bang for your buck and should not cost more than 10 bucks. That, to me, is way better than having to pay 100+ for a resume coach or what-have-you to provide the same means and by doing it on your own you accrue the lifetime skill of being able to tailor your resume whenever a situation calls for it.

   All of that in lieu of reviewing interview videos from recruiters on how to present your best self and public speaking videos on how to get comfortable performing elevator pitches all help you be the best you can be.

8. Joan Williams, Senior Talent Acquisition SpecialistMarch 27,2023 at 11:37PM UTC

   There is no such thing as an ATS friendly resume.

9. AnonymousMarch 28,2023 at 12:13AM UTC

   I beg to disagree as there are resumes that are not able to be automatically auto-filled in due to how it is comprised. I use that as an example of ATS-friendly composed resume given how easily it is able to be read and picked up by ATS. Is that not a concern with resumes and the filters? Or does that fall under something else entirely?

10. Joan Williams, Senior Talent Acquisition SpecialistMarch 28,2023 at 2:22AM UTC

    There are two different functions when you're talking about resumes and an ATS.

    Typically when you go to apply for a position, the ATS makes you create a "profile" and then it commences to not parse your resume correctly. When I was in my own last job search, I would groan every time I got take to a site using Taleo, Workday or iCIMS because I knew I was going to have to copy and paste every single company name, every single job title and every single experience section because it was going to screw up the parsing. I had the most boringly-formatted resume possible.

    That's not what I see in my list of applicants. I see the actual resume that the candidate uploaded. For a detailed explanation of what happens when you apply, please see my response a few comments down.

    Please let me know if you have any questions.

11. Joan Williams, Senior Talent Acquisition SpecialistMarch 27,2023 at 11:43PM UTC

    There is no such thing as an "ATS friendly resume". The parsing is typically for the profile you are required to set up - not for the actual application. Please see below for the detailed description of what happens when someone applies to one of my open requisitions.

12. AnonymousMarch 27,2023 at 9:45PM UTC

    I think you're doing something wrong. All system should be able to read your resume. They do not sort resumes.

13. AnonymousMarch 27,2023 at 10:47PM UTC

    I would try and customize each resume to the applicable job description. That way you are highlighting the skills and experience the company is looking for.

14. AnonymousMarch 28,2023 at 11:54AM UTC

    There are programs and algorithms that can parse resumes with key words, it's a thing.

15. AnonymousMarch 31,2023 at 7:14PM UTC

    exactly. People are mixing up ATS and parsing applications. They aren't the same thing. ATS allows you to download or view the original PDF of the resume, just as it was uploaded. Parsing uses keywords and formatting, to reformat the content of the resume. It often gets it wrong, which can cause information to be put in the wrong place (I've experienced it putting my volunteer experience in the Education section for example, just because one of the volunteer activities mentioned the word "high school") or not visible at all.

    Using web standard fonts, proper formatting, and relevant keywords, will ensure that information is seen in the right places.

16. Lia BlokhuisMarch 28,2023 at 12:25PM UTC

    Do a web search for ATS keywords, and add them to your resume. That should help you crack the algorithm. It's basically like using a targeted thesaurus, so just substitute the appropriate words as needed.

    Hope this helps!

17. IntentionGirl706330March 28,2023 at 12:30PM UTC

    This is a real thing, but you can do two things to stand out.

    1. Scan the job listing for keywords you should use. If it calls for “expert in MS Excel”, then Excel should be listed as a skill on your resume.
    2. Reach out directly to the job poster. This is very easy of you’re a premium member on LinkedIn, but you can also find the email of the hiring manager for most companies pretty easily. Let them know you’re very interested and that the company culture resonates with you, and that you’ve applied. They can then search their database by your name.
18. Diane McDevittMarch 28,2023 at 12:34PM UTC

    Once you’ve identified the keywords (btw it’s one a the many skills that Chatgbt can address). If you are interested in the company, hit up the recruiter on messages - as they sometimes post that they are hiring right on LinkedIn). If they don’t have a recruiter or hiring managers name - head to the company page and look for the Director or CHRO and message them with your resume attached. You want to be seen! Be polite, state that you already applied but you believe that this is how you stand out from the crowd. Don’t be shy, say hi. 90% of the time it’s going to be crickets…but when you get a high sign back acknowledging the receipt…that’s a win. Make sure you connect with them, and if you don’t get the interview- you now have a connection who may give you feedback, and that’s a value all its own.

19. AnonymousMarch 28,2023 at 4:49PM UTC

    The suggestion for applicants to reach out to hiring managers,recruiters or even CEO directly regarding positions. Comes across as the contemporary version of "calling a company a week later to follow up on your application." That people would do back in the early 2000s which was, unfortunately, always met with contempt and the applicants resume being rejected. I have even seen recruiters post on here how they would turn their messaging off due to all of the messages received from candidates

20. IntentionGirl706330March 31,2023 at 7:08PM UTC

    I've been a hiring manager for various industries/companies and that is not universally true, at all.

    Many of us appreciate it, especially if they were referred by one of our current or former employees. Thank you notes following an interview are appreciated too!

    It is not "always" met with contempt as long as you're reaching the right person. I mean, if you're applying for an entry level call center job, maybe don't email the CEO. Make your note concise, relevant, and personalized.

21. Jennifer TaylorMarch 28,2023 at 2:35PM UTC

    First, it's a myth that companies use ATS to narrow applicants down. ATS is used to store applicant information. To stand out, ensure you're tailoring your resume to each job you're applying for. It's a time suck, but pull out the keywords from the job posting and use as many as possible in your resume.

    Next, you need a contact or contacts at the company. Use LinkedIn to your advantage. Send connection requests to recruiters at your target companies, and foster communications with those in management. Follow as many people as you can, and comment on their posts. Engage with their content. You're more likely to get a call for an interview if someone recognizes your name.

22. AnonymousMarch 29,2023 at 12:56PM UTC

    I've definitely used LinkedIn in this way. I even invested in the premium service to make connections. And often time, no one gets back to you or accepts the request to connect. It can br very defeating.

23. Christy R.March 28,2023 at 4:03PM UTC

    This could depend on the application tracking system a company is using. A company I worked for used a system that sent an application into a folder based on keywords found in the email. This was the way the recruiters worked. Any resume that didn't end up in this folder was not reviewed.

    My advice is to tailor each resume to the job you're applying for. This doen't have to be a major rework each time you apply, but a few tweaks to tailor.

    For example: I was hiring for an ERP Analyst and needed the candidate to have specific skills with a particular ERP. The recruiters and myself keyed on any resume that mentioned "SAP with mentions of configuration and implementaiton" in the recent work history for this particular position.

    The best thing to do is tailor each application based on the job description. Also, keep it brief with bullet points. As a hiring manager I am extremely busy and my first scan of a resume is looking for the keywords, then how the keywords fit into the work history.

24. Peggie Arvidson * Career Consultant | Adoptee Advocate | RecruiterMarch 29,2023 at 2:06PM UTC

    Do you remember the name of that software? I seriously would like to review it. There are definitely ways to tailor your emails - MS gave us that gem to reduce spam and Google has perfected it too - but I still haven't seen an ATS tool (like Workday) that is capable of pre-sorting actual APPLICATIONS. Even with knock-out questions the applicant is still in the "applied" part of the funnel until they are reviewed by a HUMAN and rejected.

25. RichMarch 28,2023 at 4:15PM UTC

    I'm sorry, but there is a misunderstanding here about the role of the ATS in this process.

    For most mid-to-large sized companies, HR has little choice but to use the ATS to sort the applicants. They are compelled to do that because of the hundreds, if not thousands, of applicants that they get for any given position per week. Most of them will not be qualified. There is no way on earth for HR to review them all individually. So they use the ATS to sort through the applicants to find likely candidates, typically using keywords drawn from the job description. They run searches in the ATS for "4 years XYZ software." They will not spend any time on those who don't appear in the search results.

    Of course, ATSs will always reject applicants who don't pass "Punch Out" questions. Those are typically Yes or No questions asked on the application form. They are things like, "Do you have four years experience with XYZ software?" If you answer No - the system will generate an automatic rejection.

    So that is why, if you must apply online, we encourage you to customize your resume and cover letter with the keywords that you think that they will be using to search in the ATS.

    On the other hand, Jennifer Taylor is totally correct about how to deal with the ATS situation. You will be far more successful reaching out to individuals at your target companies. We can't stress that enough.

    We have reviewed studies that show that for professionals, when you apply online, you have a less than 3% chance of landing an interview, and a fraction of that landing the job. By contrast, if you are referred to the hiring manager by someone who works at the company now and who worked with you in the past, you have a greater than 50% chance of landing an interview, and a greater than 25% chance of landing the job. Companies prefer to hire that way because they know that such candidates are likely to be a superior cultural fit, and more likely to stay with the company longer. That's why companies pay referral bonuses.

26. AnonymousMarch 28,2023 at 4:45PM UTC

    Oh my goodness, thank you for sharing your take on this! I say, as I was the anon who replied to and piggybacked on a previous commentator within this post and brought up the suggestion of ATS friendly resumes to help increase the chance of keywords placed on a resume be picked up by the ATS in use and it was shot down as there being no such thing. Although, I will say that maybe my wording could have been more concise to share a better description of what I was trying to convey.

27. Joan Williams, Senior Talent Acquisition SpecialistMarch 28,2023 at 11:55PM UTC

    YOU SAID: “There is no way on earth for HR to review them all individually. So they use the ATS to sort through the applicants to find likely candidates, typically using keywords drawn from the job description. They run searches in the ATS for "4 years XYZ software." They will not spend any time on those who don't appear in the search results.”

    Please share your recruiting experience where you’ve recruited this way. I – and every recruiter I know or network with or follow on LinkedIn – review every single resume that applies to our open requisitions. We are required to do so. It is literally our job. And why wouldn't we? You know how happy I am when I get people applying and I don't have to go out and source candidates!

    We do not sort applicants. You're talking about two very different things in that statement - reviewing applicants and searching the ATS.

    YOU SAID: “Of course, ATSs will always reject applicants who don't pass "Punch Out" questions.”

    AND: “So that is why, if you must apply online, we encourage you to customize your resume and cover letter with the keywords that you think that they will be using to search in the ATS.”

    The ATS does not reject candidates. For answering knock out questions or any other reason. Candidates are knocking themselves out by their answers. And the resume has nothing to do with knock out questions.

    I have experience with 7 or 8 different ATS and with different configurations of those systems.

    The ATS is basically an electronic filing cabinet that stores resumes, allows recruiters to manage and track candidates through the interview process, is where offer letters are generated.

    There typically is no sorting involved with the application process.

    Here's what happens (on all the systems I've ever used) when a candidate applies to one of my open requisitions: I click on their name in the list of applicants for that requisition. Their resume has not been ranked. It has not been sorted for keywords. It has not been "scored". It has not been filtered.

    I click "download resume". It downloads in whatever form - Word doc or PDF - the candidate uploaded it. I look at their resume. With my eyeballs. Every resume.

    Please share which ATS that you have worked on that operate the way you describe above

28. Peggie Arvidson * Career Consultant | Adoptee Advocate | RecruiterMarch 29,2023 at 2:03PM UTC

    Can you share with me the ATS system you've used to run through keywords and automagically reject applicants? I've worked with several and have yet to find one that does it.

    And referrals from the hiring manager? HOGWASH in 20+ years of recruiter (corporate/agency/contract) I've been party to maybe three hires that were referrals.

29. Joan Williams, Senior Talent Acquisition SpecialistMarch 29,2023 at 8:32PM UTC

    Yes, there is a misunderstanding here about the role of the ATS in this process.

    So please stop perpetuating it.

30. Elaine McCullomMarch 28,2023 at 4:50PM UTC

    This guy's got some great tips for exactly this and free resume templates. I hope it helps!

    https://www.instagram.com/langstaff.greg/?fbclid=IwAR0QcUrmLUZ9PSIBvRnDFc0DGcnGPhbcEccIX0FjNhXtZgS7S1jdzTZ5JD4

31. Krystin MorganMarch 28,2023 at 5:39PM UTC

    This is actually not true - almost any recruiter will tell you that a human being reviews applications, not a system or "bots." There are sometimes "knockout questions" that will mark you as rejected if you answer a certain way -for example, saying you're not authorized to work in the country where the job is located. But by and large, ATSs aren't sophisticated enough to actually have the ability to screen out candidates.

    I wrote a blog post on this a few years ago, for some additional info: https://www.amplifycareerservices.com/blog/ats

32. AnonymousMarch 28,2023 at 5:40PM UTC

    You're actually not struggling to apply to places, you're struggling to get interviews. There is a difference. If you haven't tailored you resume to each position you're applying for, using keywords (skills) from the actual job description, START. Make sure your verbiage isn't sounding old or aging you by using current verbiage for the old jobs you used to do. So many helpful tips and courses for free on LinkedIn, YouTube, etc. Please just make sure you thoroughly vet whomever's advice you decide to use. And lastly, the ATS is like a digital filing cabinet that keeps track of candidates for the humans, who by the way, do read your resume, if you've optimized it properly.

33. Yen MaiMarch 29,2023 at 12:51PM UTC

    Use an ATS scanner, Jobscan will let you do your first one free and if you sign up, they’ll periodically send you 10 free scans.

34. Béatrice Denise ChahineMarch 29,2023 at 1:35PM UTC

    I'm in the same struggle, the one where we're struggling to get interviews. I won't give advice because I'm no expert and the comments section here is buzzing with many pieces of advice. I've been tailoring resumes to every job to which I've applied. Sometimes at my wits' end.

35. Peggie Arvidson * Career Consultant | Adoptee Advocate | RecruiterMarch 29,2023 at 2:00PM UTC

    First - it's a lie perpetrated by people who want you to BUY their "system" or "Plan" or coaching to "make it past the ATS bot."

    As a recruiter - I AM the ATS bot.

    The ATS is a holding space - the funnel - if you will where your application and resume sit waiting patiently for an often overworked recruiter to go through yours and the 50+ more that are in the funnel.

    The first place I look - your answer to our qualifying questions (sometimes called "knock-out" questions) One of the most common is the question, "Do you now or will you at any time in the future require sponsorship (H1B) to work in the United States"?

    If you answer yes to that question and the company is unable to sponsor they will automatically move your application into the rejection pile and continue through the funnel.

    Companies can have any type of question though - so if you don't have the qualifications that they want they can easily move you out of the funnel and let them focus on those that do.

    The MACHINE does NOT remove you - a human being does.

    Now why else would you be rejected?

    • you didn't submit a sample that was requested - writing/graphic design
    • you didn't include contact information or your voice mail was full and your email was incorrect and they couldn't reach you
    • you were one of the last 100 people to apply and there were 5 solid candidates in the first 50 - they are moving forward with those five and if something doesn't work out they'll move down the list
    • you really weren't qualified for the job

    When it comes to tailoring your resume -

    what we're looking for is RECENT RELEVANT proof that you not only can do the job but that you'll excel at it - that you understand the technology specified in the job description or that you've effectively managed a team or a budget of the size mentioned in the job description.

    There are many reasons to not make it through to the pre-screen but most are related to no "proof of concept" i.e., your resume doesn't show you've done the job before or something really close to it

    * you come from a completely different industry and we have a slew of candidates who come from our industry already (meaning time to acclimate is reduced)

    * you state you must have remote or hybrid when the role doesn't allow that

    * you are not in the geographic area of the role and you don't explain why you're applying to the position across the country

    I'm willing to help anyone with a 30 minute chat to discuss their specific situation - just send me a message and I'll send you a link to my calendar - no strings attached. I truly want to help as many women as possible find work that they love.

36. Peggie Arvidson * Career Consultant | Adoptee Advocate | RecruiterMarch 30,2023 at 6:43PM UTC

    And I want to qualify - when I used the example of five candidates presented that's an EXAMPLE - i.e., I'll continue to vet those in the queue until someone is hired - however - the odds are that if all else is equal - (experience, location and other matches to requirements) I will focus on the first candidates that are qualified FIRST and the odds are that one of those first candidates (be it 3, 5 or 12) are likely to get hired. However, I wouldn't move other candidates to "reject" until the new hire has signed their contract and shows up for their first day.

    Don't get hung up on my example - I don't have to have 5 to send to a hiring manager - all I really need is ONE qualified candidate but like most of us they like to compare and contrast to make sure they're making the best choice.

37. Joan Williams, Senior Talent Acquisition SpecialistMarch 31,2023 at 3:03AM UTC

    Thanks for clarifying that, Peggie!

38. AnonymousMarch 29,2023 at 2:34PM UTC

    This is slightly unrelated to this topic but have you invested time in boosting your LinkedIn profile? Adding your skills, getting recommendations from your mentors, previous coworkers/bosses, and being active will boost your visibility to others on the platform.

    Also, if the company is listing their open positions on LinkedIn and you are applying it wouldn't hurt to reach out to the hiring manager or another team member working at the company you are interested in to make an introduction. I've tried this approach before and gotten the job or at least an interview.

    Best of luck in your job search! Don't get discouraged!

39. AnonymousMarch 29,2023 at 4:56PM UTC

    ???? Software that they use to sort resumes? Companies usually that are bigger than say 10 people use something called and ATS- applicant tracking system. These are virtual and browser related NOT hard software. Are you using the latest browser on your computer or phone? If not be sure to keep things up to date if not use your public library system to send your resume using a browser from there.Generally there is still a human being in most small to mid and even large companies that does read and sort the resumes. It's not total automation for this process not yet at least. Keep applying.

40. AnonymousMarch 29,2023 at 5:22PM UTC

    Recruiters are fighting for their life within this thread to protect the integrity of their role and responsibilities and IM ALL HERE FOR THIS to know the objective truth! wheres my popcorn! ?

41. RichMarch 29,2023 at 7:59PM UTC

    I learned my lesson. Even though I have studies and direct experience on this topic from multiple high-end corporate recruiters, it seems to have offended people. Sorry. Get over it.,

42. AnonymousMarch 29,2023 at 8:13PM UTC

    over 40 years in recruiting and I can tell you internal recruiters in corporations are the last to know everything they’re ignored they’re ghosted by internal managers and then they are blamed for everything they deliberately did wrong, that’s why I’m out. I can no longer deal with it , recruiting once gave me great joy and completed me, now it makes me disappointed and angry.

43. Joan Williams, Senior Talent Acquisition SpecialistMarch 29,2023 at 8:43PM UTC

    Please provide legitimate citation for studies that confirm the ATS working as you described below.

44. AnonymousMarch 29,2023 at 6:04PM UTC

    It is a numbers game. Hiring managers ask for 5 candidates to interview. Once five resumes are passed to the hiring manager, no more even get looked at for that job unless the recruiter is asked for more candidates. That is the hard truth.

45. AnonymousMarch 29,2023 at 8:29PM UTC

    On what planet?

46. AnonymousMarch 30,2023 at 2:58AM UTC

    Look at Peggie Arvidson’s post below. Also, my husband has over 25 years’ experience in the recruiting field.

47. AnonymousMarch 30,2023 at 4:18AM UTC

    Where does Peggies post say hiring managers ask for 5 candidates to interview and that once five resumes are passed to the hiring manager, no more even get looked at?

48. Mokshi KalsotraMarch 29,2023 at 8:45PM UTC

    Hi All,

    I am in the same boat. I like the visual appearance of a 2-column resume. I am using 'Pages' on Mac and then export into Pdf. In pages, the column really works as text-box. Can that throw off the formatting when filed in the ATS and downloaded? I am getting so many rejections that I wonder if that's one of the reasons.

49. Joan Williams, Senior Talent Acquisition SpecialistMarch 30,2023 at 3:27AM UTC

    I would not recommend a resume with columns. It’s going to be hell on the parsing. I would suggest you use the most boring, simple format possible. But still be prepared for parsing issues – especially with companies that use Taleo, Workday or iCIMS ATS.

50. Farah BajwaMarch 29,2023 at 9:19PM UTC

    I suggest using key or buzz words coming directly from the job description in your resume and cover letter. this will help your chances with the bots. Even better, I suggest hoping on LinkedIn to see if you have any connections at the places you are applying and before doing so, see if they'll send a referral for you (usually if you apply first then the referral can't go through). This will help you bypass some bots

51. Diane McDevittMarch 30,2023 at 6:27PM UTC

    Try using ChatGPT or BARD to pull keywords from job descriptions and provide a good cover letter draft --- draft only, you need to tailor it some, but the AI will give you a robust letter to work with. Also, you need to have ACHIEVEMENTS called out in your resume with metrics - once human eyes (the HIRING MANAGER) gets to the resume - those achievements will make selecting you as a candidate much more likely.

52. Vanda LeeApril 2,2023 at 2:11AM UTC

    Job Scan lets you compare your resume to the job description & match up words to get a better match rate on ATS systems.