Should diverse students, recent grads be more concerned about employers’ use of applicant tracking systems?

When diverse college students and recent graduates step into the job market, they encounter a variety of employers, including large ones that often utilize Applicant Tracking Systems (ATS). Understanding how these systems work and how to effectively tailor applications can significantly impact the success of your job search.

What is a Large Employer?

A large employer generally has a significant number of employees. What is “significant”? For purposes of this discussion, we’re talking at least hundreds and potentially thousands, tens of thousands, or even hundreds of thousands of employees. These organizations tend to operate on a national or international scale. They can be found across various industries such as technology, healthcare, and finance. For diverse candidates, large employers can offer structured diversity and inclusion programs and a multitude of career paths which can be appealing, but do their use of ATS pose a special barrier to diverse students, recent graduates, and other early career candidates?

The Use of Applicant Tracking Systems by Large Employers

Not all large employers use ATS the same way, and their processes can vary widely, even within the same company. It can be fairly said that there is no single way that all recruiters always use an ATS even within the same employer, and there are millions of employers just in the United States. Oh, and there are thousands of ATS, each of which can be customized to accommodate the needs of a particular employer. And some employers have multiple ATS as they might use one for high-volume roles and a second for everything else, or one for the United States, a second for Canada, a third for the European Union, and so forth.

But what is an ATS? An ATS is essentially a software tool that helps manage and filter high volumes of applications. It’s particularly useful for large companies that receive thousands of applications. However, the extent to which an ATS influences the hiring process can differ. Some recruiters may rely heavily on ATS rankings to streamline their workload, while others might choose to review many or all applications manually, regardless of ATS suggestions.

If you’ve applied online to a job with a large employer within the past decade at the website of that employer, you’ve almost certainly applied through the employer’s ATS. Sometimes, it is very clear that you’re applying through an ATS as the website will literally and prominently tell you so. More often, however, only an experienced observer will note that you went from the employer’s home page to its career page and, therefore, went from a page served by the employer to a page served by the ATS but with the employer’s look-and-feel.

Understanding Applicant Tracking Systems

An ATS helps organize and prioritize applications. Think of it as a digital filing cabinet that makes it easier for the recruiter to view your application, make notes, change your status such as indicating in the system that they offered you the opportunity to interview, and assign your application to a hiring manager or other team member.

Some ATS, but not all, also allow the employer’s users to scan for keywords and phrases that match the job description. Some even do that automatically, so when you apply the ATS will compare your resume to the job posting ad to which you applied and assign a score to your resume. The better your score, the higher in the list of applicants you’ll rank. The higher you rank, the more likely it is that your application will be moved forward, perhaps by you receiving an offer to be interviewed.

For diverse students, who may have non-traditional experiences or varied backgrounds, it’s crucial to understand that while an ATS can seem impersonal, strategically aligning your resume with the job description can help bridge the gap between different types of experiences and the core skills employers are seeking. In other words, be mindful that whoever or whatever reads your resume is not going to understand your background or why you think you’re a good fit for the job nearly as well as you do, and so it is incumbent that you make it easier for them to understand what you bring to the table so that your application will receive a high score, whether that scoring is done by a person or technology such as artificial intelligence.

Tailoring Your Application

Here’s how diverse candidates can enhance their visibility through an ATS:

• Incorporate appropriate keywords: Reflect the language used in the job description on your resume. This includes specific skills, tools, or job responsibilities.
• Showcase relevant experiences: Emphasize not just your professional experiences but also unique aspects like volunteer work, internships, or projects that align with the job requirements.
• Adopt a simple format: ATS may not properly read resumes that are highly formatted or contain images. Stick to standard fonts and layouts to ensure your resume is ATS-friendly.

Why Tailoring Matters

For diverse candidates, tailoring each application is particularly crucial. It’s not just about matching keywords but also about presenting your unique background in a way that resonates with the job requirements and company culture. This tailored approach helps ensure that your application stands out, not only to the ATS but also to recruiters who might review your application manually.