STRATEGIES TO BEAT THE APPLICANT TRACKING SYSTEM AND LAND THE INTERVIEW

Apr 24

If you're looking for jobs, it's possible that you've spent time and maybe money getting your resume and cover letter ready, only to wonder whether recruiters or hiring managers even see them. There’s a growing wave of utter frustration from a number of my clients currently in job search mode, the common theme being: “I’ve been applying to jobs–lots of jobs–with no results. What am I doing wrong?”

The internet has completely transformed the job search landscape. This means that an open position can easily generate far more applications than companies have the resources to review.

As a corporate recruiter, I’d post a job opening and receive hundreds of applications for an entry-level position within days. At any given time, I was recruiting for 15-25 roles, generating thousands of applicants to track at once. Enter recruiters’ and hiring managers’ algorithmic gatekeepers—the Applicant Tracking System (ATS/BOTS.)

Nearly 40% of employers use an ATS to screen candidates for their job openings. Applicant tracking systems save employers time by applying filters, parsing every resume submitted and forwarding only the most relevant, qualified candidates to a hiring manager or recruiter. The technology uses both the way your resume is written and the information it includes to decide.

How applicant tracking systems work

When you apply for a job online, your resume will likely be scanned by an ATS before it reaches an actual human being. An applicant tracking system immediately scans your resume for terms and keywords that match those used in the job description. Say you’re applying for a digital content producer role. If your resume includes the word(s) “digital” and “content creator,” along with other requirements for the role, the system will likely pass your application on to a real person. If your current job title is listed as “Editorial/Production Executive” with other irrelevant or mismatched information, your resume may be rejected.

Of course, not all systems are so unforgiving. Some ATS brands are better equipped to take synonyms into account. The problem is older, exact-match systems. There's no surefire way to check whether your prospective employer uses an ATS, or which kind, but safe to assume they do.

So, how do you adjust your resume so applicant tracking software won’t sort you out? Two things you should check before applying are your keywords and font.

1. MAKE SURE YOUR KEYWORDS ARE LEGITIMATE, RELEVANT AND IN CONTEXT.

When an ATS searches the skills and experience section of your resume for certain keywords, the matches need to be nearly exact. That’s why I recommend applicants have multiple resumes tailored to the specific jobs they’re applying to, incorporating relevant keywords from each job post’s expected duties, responsibilities and skills sections that you can speak to in a phone screen or in-person interview.

It’s obvious to recruiters when you’ve lifted keywords from the posting without tying them to your demonstrated accomplishments. Take the necessary time (no matter how tired you are applying to various positions) to understand the job description in its entirety and how your background applies.

Which distinguishing qualities, aptitudes and characteristics give you the competitive edge? You’re certainly not the only candidate applying keywords from the job description, so take the time to tie them to why you’re the best candidate for the role. Additionally, when describing your current and past roles, take care that your bullet points are achievement-oriented, indicating your specific impact through percentages and metrics.

2. IT'S NOT YOU, IT'S YOUR FONT.

In addition to getting blocked by tech that’s fussy about matching keywords and different titles, your resume may get lost in the pile because you used a certain font. Some applicant tracking systems have trouble reading serif fonts such as Times New Roman or Cambria. Serif fonts have small tails on their letters. Sans serif fonts don’t, and are therefore cleaner-looking and easier to read.

Typography basics

It helps to understand some basics of typography before picking a font and formatting your resume.

What we generally call a font is actually a typeface, which refers to a family of fonts. A font is the size and weight of a typeface. That means that Times New Roman is a typeface and 12-point Times New Roman in bold is a font. The distinction doesn’t matter much in the digital age, but it’s helpful to know that you have choices within a typeface. For instance, Roboto, a typeface that Google developed for mobile use, comes in thin, light, normal, medium, bold and black varieties

The best resume fonts

There’s a psychology to fonts that allows you to control some of the perceptions a reader might have about you based on your resume. While I recommend specific typefaces below, you’re generally safe sticking to fonts that are available on most word processing programs (not just Microsoft Word) and easy to read.

Q&A: Should I use a serif or sans serif font for my resume?

If you’re applying for highly compliant, regulated or formal fields, serif is the way to go. Serif fonts are perceived as reliable and traditional, lending an air of authority. Use this to your advantage if you’re working in finance, law, or science or if you’re applying to companies with a long history and formal structure.

Best serif fonts for resumes:

Cambria
Garamond
Georgia
Palatino

If you’re working in tech or creative field, sans serif is a good fit for your resume. Sans serif fonts are perceived as modern and clean. They imply innovation and simplicity.

Best sans serif fonts for resumes:

Arial
Calibri
Helvetica
Tahoma
Verdana

While you’re at it, you might want to make sure your bullet points are perfectly round. Opt for the circle-shaped symbol or something similar. Avoid using arrows or other intricate symbols for your bullet points, as many applicant tracking systems have trouble translating them. Save your resume as a Word document file (.docx or .doc) or PDF.

Bottom line, don’t lose sight over your end goal—impressing the HR rep, recruiter and hiring manager. If you make it past the system, a person will read your resume, and that person—not the system—is who ultimately decides whether you get hired.

I hope the above offers practical tips on working the system to your advantage and putting some of the human element back in the job search process.

Guest User