Each applicant tracking system is different from the other – while one focuses on keyword search capability, the other stands out in resume parsing. Although each ATS has its own strengths and weaknesses, they all have the same basic process.
When candidates apply through an ATS, they are most likely be asked a few knockout questions. These questions are either in the form of checkboxes or short answers. That said, these questions have a very clear purpose – to narrow down the pool of applicants instantly.
If the reply to any of the knockout questions is unsatisfactory, the ATS flags the resume as rejected. On the other hand, if the answers to the knockout questions are correct, the ATS puts the resume through for the next stage of the recruitment process.
Hiring managers and recruiters can search for resumes in the ATS by using keywords. These keywords can be based on experience, skills, location, education, former employers, etc. They can also make notes or rate the candidate. If the resume is not flagged with negative feedback, it can be considered for future job openings.
ATS also makes use of social media to look for potential employees. By using certain keywords, the ATS can bring up certain profiles that match the job requirements.