Why Applicant Tracking Systems (ATS) Are a Waste of Time

Why Applicant Tracking Systems (ATS) Are a Waste of Time Why Applicant Tracking Systems (ATS) Are a Waste of Time Based on all the questions I receive, cracking the ATS keyword code seems to be the holy grail of job seeking. “What keywords do I need to get recruiters to look at my resume?” “Is there a limit to the number of keywords I can use in my LinkedIn profile?” “Where should I put keywords on my resume to make sure hiring managers find me?” Focusing on the answers to these questions is about as ineffective and mind-numbing as trying to focus on the most correct size of your refrigerator as the solution to losing weight. Yes, the fridge holds the food, but the size of the refrigerator has no bearing on your weight loss success. And neither does the keyword optimization for ATS's have any direct bearing on your job search success. Need proof? Look at your own job search. How many job postings have you submitted your resume to, and how many interviews have you had for good, solid, interesting jobs? Now I have your attention, yes? Not a very high number, right? The ATS is a way for recruiting departments to organize resumes they receive. It’s not a tactic to be handled by job seekers to find a job. Yet that’s where everyone focuses... insert eye roll here. According to SHRM, JobVite, CareerXRoads and other management / HR / career-focused companies, roughly 65-70% of hires happen through networking (employee referrals, social media connections and personal contacts). Yet no one spends time on these activities. Roughly 20% of hires happen through job postings. And as a former recruiter, I’m telling you the good jobs get filled through networking. The hard-to-fill jobs (because they are probably crappy jobs) get