Every time I speak to someone who’s looking for work, all I hear is how their résumé is not “ATS” compatible and lacks all the “buzzwords” used to get them noticed - which in turn lands them in the ATS black hole.
And, if they’re lucky enough to get passed the ATS compatibility stage, candidates must deal with the never-ending interview rounds!
So, what needs to change?
How about this:
✅ Ditch the ATS dependence: Get back to human recruiting instead of relying on keyword filters.
✍️ Fix job descriptions: Make them clear, real, and relevant. Please cut the jargon.
🤝 Prioritize personal connections: Hiring managers should actively engage instead of passively posting.
🎯 Focus on skills, not just titles: Look at what candidates can actually do, not just where they've been.
⏳ Speed up the process: The best talent won't wait around for a 4-week approval cycle.
💬 Improve the candidate experience: Give real feedback, always follow-up, and make the process transparent.
In this digital age, applicant tracking systems (ATS) have become a tool in recruitment, streamlining the hiring process by automatically sorting, ranking, and filtering resumes.
And while they do save time and effort, they’ve also contributed to a growing reliance on automation, leading to a certain level of laziness in the hiring process.
The hiring process is broken, but it doesn’t have to be. The best hires come through real connections, not algorithms.
I think we should simplify:
Post
Interview
Hire
Be human. Make the connection. Ask the appropriate questions. And if you like them – HIRE RIGHT AWAY!
Let’s get back to basics.
If you’re ready to rethink your hiring process and make meaningful changes, I can help. Let’s chat about how to create a recruitment strategy that works for both your business AND the candidates.
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