Do you entertain the idea of hiring candidates with limited industry experience?
What about candidates with unconventional employment backgrounds? These scenarios involve job seekers who might not present themselves strongly on a resume. Unfortunately, if they apply through a conventional automated tracking system (ATS), their resumes might never reach the hands of a hiring manager. Nonetheless, this could be a missed opportunity, as the ones who have successfully positioned candidates in similar situations become pivotal assets to the company.
As a recruiter, the objective is to spot the exceptional ones whose distinctive resumes tend to get overlooked by automated screening procedures.
These are the ideal candidates whose imperfect resume lead to their unfortunate oversight. Now this is “AI’s blind spot.” While automated tracking systems (ATS) serve as valuable screening tools, excessively relying on them for positions at the director and manager levels can disrupt recruitment efforts.
Advancements in technology are undoubtedly enhancing our capabilities, yet even the latest systems can encounter difficulties when attempting to interpret certain document formats. It’s worth noting that candidates who omit crucial keywords, opting for acronyms, might find themselves excluded from consideration. In such cases, the subtleties of their expertise could go unnoticed, potentially leading to missed opportunities for both the candidate and the hiring company.
Suppose a candidate’s initial application for the role is made via the company’s online resume submission platform. However, the candidate’s resume did not align with the specific requirements of the ATS, leading to its rejection by the system.
Here the issue isn’t the lack of interest on the company’s part; rather, it was the ATS that eliminated the candidate from consideration before their resume could undergo a thorough evaluation.
The question is, How do we get ATS to work perfectly fine for the recruitment process?
While the presence of ATS is here to stay, companies must thoughtfully deliberate on how to incorporate this system into their existing hiring procedures seamlessly. ATS holds the capacity to mitigate human biases during pre-screening. It can rapidly analyze numerous resumes, thereby liberating hiring managers to direct their attention toward more strategic responsibilities.
Particularly for sizable enterprises, such as those within the technology and pharmaceutical sectors, ATS becomes indispensable in managing the influx of resumes that these organizations contend with daily.
When it comes to mid-level and senior-level roles, ATS should be regarded as a supplementary tool instead of replacing human evaluation. A recruiter brings a wealth of expertise in identifying keywords and phrases that applicants might employ, which the ATS could overlook.
Moreover, recruiters can validate whether the candidate’s resume submitted through ATS, who is highly suitable for a match, comes with a similar assessment.
The synergy of ATS and AI can significantly reshape recruitment practices. Yet, it’s important for an organization to not miss the best fit!
