u/Single_Ambition_4296

Note - I'm not so updated with social media & my son told me that moderators run this group so please feel free to tell me if this is the wrong community to talk to or if its not relevant. Happy to be redirected.

For reference - I worked in recruiting and ran my own shop for the last 35 years, mainly across US, Australia, Asia. I have sourced for tech firms, MNCs, startups (Series A and up). I am retired now and in my free time assist people (mostly US) with navigating the job market.

I wanted to share some tips that might help this community, especially around ATS systems, interviews, career gaps, and how the system post once you submit your application.

First, regarding the ATS systems and why hiring feels luck based:

1. Most folks think ATS is a barrier to overcome. It is not. ATS systems are purely management systems. They rarely auto reject anyone and it is not a system that you have to "game". I do not know where this notion of tailoring your resume to game the ATS and have your resume reach your recruiters desk came from, but it is incorrect. The ATS is simply a management and tracking tool. Over the span of my career, the new ATS that came up can reject someone instantly based on location, IP, AI based resumes, but tt cannot instantly reject someone based on their experience, or YOE, lack of keywords, etc

Simply put, if I post a job through ATS, and a 1000 applicants apply, I am going to get all 1000 of the resumes unless if the ATS found out that the person who applied is not from the country where the job was posted, or if their in -house AI system detected fraud based on phone numbers, email IDs or faulty work experience.

When the resumes come in, every ATS lets me search by keyword. I type in "Tableau" aand a hundred resumes surface. I am in no way going through all hundred. I am mostly finding my candidate in the first twenty, shortlisting, and moving on. My job at that point is done. The remaining eighty never get opened. Most ATS sort applications on the descending order, meaning I see the applications in order of who applied first.
This is probably why people think "hiring is luck based" and to be honest, it is not entirely wrong. You could be the most qualified person who applied and I will never see your resume simply because of timing.

My advice is simple. Do not obsess over being the "best" application. Be the earliest one and the relevant one. It's simple probability.

2. Tailoring your resumes to the JD - This is an extension of 1.

Please, do not do this excessively. The concept of matching your resume to the JD and gamifying the ATS probably came up in the last 5 years or so through resume coaching firms or career coaching firms. These teach people to tailor their resumes but what people end up doing is fabricating their resumes. There is a massive difference between the two. This is a core problem the industry is suffering from right now.

Somewhere along the line people started stuffing keywords into resumes purely to get past the ATS. Skills they do not have, experience they have not done. Some even go as far as hiding keywords in white font on white background so it registers in the system but a human eye cannot see it. The result is that every resume now looks complete on paper. We know exactly what combination of skills and experience we need, we apply our filters, and suddenly everyone matches. It is unfair in two directions. The candidate who was honest about their skills gets buried under people who fabricated theirs. And on our end we are spending more time, energy, and cost screening than we ever did before. The technology was supposed to reduce that effort but its going the other way. This is probably why you see us asking for some form of tamper proof resumes in job descriptions. This is also why I also feel there won't be a concept of a job post anymore maybe 2-3yrs down the line. Its simply going to a matter of picking a candidate and reaching out to them.

To be clear - Tailoring is when you have a data analyst and a PM experience, but for a particular role you only showed PM experience, and less of the DA or none of it. You are not lying/ fabricating because its the truth. People seem to be doing the opposite. Putting in experience that they never did or skills they never have.
It also becomes obvious during the interview process as well as the verification process. We recruiters use verification techniques as well as companies like The Work Number or past offer letters etc, to verify everything you have said on your resume. If you have changed the dates of your experience to match a JD or reduce YOE, Work the Number, who has the payroll data of practically everyone, can instantly flag it and its a big no no for us. This usually happened post the screening but is happening at the resume intake now.

3 - To use doc or pdf for resumes - never use doc especially if you are applying on Linkedln Easy apply or jobs hosted on Ashby/Lever/Greenhouse ATS. Linkedln Easy apply does not automatically show your resume to us on preview, we have to download it and it forces us to move away from our workflow. Margins on doc are also almost always misread by most ATS. Always use pdf. Even better if you can use overleaf resumes or UniTalent Tamper proof resumes . Both render resumes in latex code which is perfect for the ATS to read.

There are no margin issues or extraction issues. UniTalent resumes are immensely being preferred right now because they cannot be edited and are issued by the firm, not made by the candidates, so there is a certain degree of trust we have on them knowing that there wont be a skill added in white font on a white space somewhere, or that the resume has been edited to match the JD. We almost always spend more time when we see the UniTalent tag. Recruiters know its tamper free and hence we trust it. These have especially taken off when AI resumes started entering the market. If you are in the US, you might have seen job postings stating a preference for Unitalent tamper proof resumes over normal ones.

4. On career gaps - very simply put - lie about it.

5. On salary negotiations - If you are at an entry level role or mid senior level role, please do not negotiate for salaries, especially in this economy. As much as stupid or bad it sounds, there is an oversupply of talent in the market and we and our clients know that we will find someone willing to work for for less, almost always. A recruiter is not going to negotiate most of the time because they want to close the role asap and move on. Its the bitter truth, but it is what it is.

6. Don't apply blindly - looks for job locations with high JVRs (job vacany rates). Randstand Intelligence has this data.

7. Dont apply blindy again - Almost 30-40% of all jobs on the job boards are ghost jobs. We call them collectors, and their sole purpose is to collect resumes for recruiters or ats bases or built-in house talent databases. A common way to spot them is if the same role is posted everywhere - every state/ most countries/ every major cities.

8. On where the industry is heading :
   There are two directions the sourcing and hiring industry is heading right now -

9. AI becomes the sole recruiter from end to end - all the way from sourcing, to interviewing to decision making. This is going to go mainstream and as much as inhumane it feels, candidates have to get used to it. It's simply economics, if the cost of hiring goes down for one firm, other agencies are simply going to adopt the same to stay competitive. Entry level roles are affected most by AI.

10. The CV and concept of a job post is going to go. AI has accelerated a lot of things for recruiters, but equally so for candidates. Fake but picture perfect resumes, AI portfolios, AI interview help, AI voice modulations during interviews etc, AI applications/ cover letters etc. This is going to move the industry from CVs to straighup ledger based/ blockchain systems. Its a battle out there for everyone at this point. Most likely, every activity such as a job application, feedback, verification results are going to be on a single platform so that recruiters spend less time screening for gamification and more for the role. Most US firms already and we too, use UniTalent for that, some of our competitors use Greenhouse Real Talent, VerifyEd, etc. Linkedln too is increasing their verification now. Update your UniTalent or LinkedIn profiles, most of us have started sourcing from them rather posting jobs.

Happy to answer questions that come up and are within my expertise. Happy to point towards any research needed as well that might help in understanding the industry

Note - I'm not so updated with social media & my son told me that moderators run this group so please feel free to tell me if this is the wrong community to talk to or if its not relevant. Happy to be redirected.

For reference - I worked in recruiting and ran my own shop for the last 35 years, mainly across US, Australia, Asia. I have sourced for tech firms, MNCs, startups (Series A and up). I am retired now and in my free time assist people (mostly US) with navigating the job market.

I wanted to share some tips that might help this community, especially around ATS systems, interviews, career gaps, and how the system post once you submit your application.

First, regarding the ATS systems and why hiring feels luck based:

1. Most folks think ATS is a barrier to overcome. It is not. ATS systems are purely management systems. They rarely auto reject anyone and it is not a system that you have to "game". I do not know where this notion of tailoring your resume to game the ATS and have your resume reach your recruiters desk came from, but it is incorrect. The ATS is simply a management and tracking tool. Over the span of my career, the new ATS that came up can reject someone instantly based on location, IP, AI based resumes, but tt cannot instantly reject someone based on their experience, or YOE, lack of keywords, etc

Simply put, if I post a job through ATS, and a 1000 applicants apply, I am going to get all 1000 of the resumes unless if the ATS found out that the person who applied is not from the country where the job was posted, or if their in -house AI system detected fraud based on phone numbers, email IDs or faulty work experience.

When the resumes come in, every ATS lets me search by keyword. I type in "Tableau" aand a hundred resumes surface. I am in no way going through all hundred. I am mostly finding my candidate in the first twenty, shortlisting, and moving on. My job at that point is done. The remaining eighty never get opened. Most ATS sort applications on the descending order, meaning I see the applications in order of who applied first.
This is probably why people think "hiring is luck based" and to be honest, it is not entirely wrong. You could be the most qualified person who applied and I will never see your resume simply because of timing.

My advice is simple. Do not obsess over being the "best" application. Be the earliest one and the relevant one. It's simple probability.

2. Tailoring your resumes to the JD - This is an extension of 1.

Please, do not do this excessively. The concept of matching your resume to the JD and gamifying the ATS probably came up in the last 5 years or so through resume coaching firms or career coaching firms. These teach people to tailor their resumes but what people end up doing is fabricating their resumes. There is a massive difference between the two. This is a core problem the industry is suffering from right now.

Somewhere along the line people started stuffing keywords into resumes purely to get past the ATS. Skills they do not have, experience they have not done. Some even go as far as hiding keywords in white font on white background so it registers in the system but a human eye cannot see it. The result is that every resume now looks complete on paper. We know exactly what combination of skills and experience we need, we apply our filters, and suddenly everyone matches. It is unfair in two directions. The candidate who was honest about their skills gets buried under people who fabricated theirs. And on our end we are spending more time, energy, and cost screening than we ever did before. The technology was supposed to reduce that effort but its going the other way. This is probably why you see us asking for some form of tamper proof resumes in job descriptions. This is also why I also feel there won't be a concept of a job post anymore maybe 2-3yrs down the line. Its simply going to a matter of picking a candidate and reaching out to them.

To be clear - Tailoring is when you have a data analyst and a PM experience, but for a particular role you only showed PM experience, and less of the DA or none of it. You are not lying/ fabricating because its the truth. People seem to be doing the opposite. Putting in experience that they never did or skills they never have.
It also becomes obvious during the interview process as well as the verification process. We recruiters use verification techniques as well as companies like The Work Number or past offer letters etc, to verify everything you have said on your resume. If you have changed the dates of your experience to match a JD or reduce YOE, Work the Number, who has the payroll data of practically everyone, can instantly flag it and its a big no no for us. This usually happened post the screening but is happening at the resume intake now.

3 - To use doc or pdf for resumes - never use doc especially if you are applying on Linkedln Easy apply or jobs hosted on Ashby/Lever/Greenhouse ATS. Linkedln Easy apply does not automatically show your resume to us on preview, we have to download it and it forces us to move away from our workflow. Margins on doc are also almost always misread by most ATS. Always use pdf. Even better if you can use overleaf resumes or UniTalent Tamper proof resumes. Both render resumes in latex code which is perfect for the ATS to read.

There are no margin issues or extraction issues. UniTalent resumes are immensely being preferred right now because they cannot be edited and are issued by the firm, not made by the candidates, so there is a certain degree of trust we have on them knowing that there wont be a skill added in white font on a white space somewhere, or that the resume has been edited to match the JD. We almost always spend more time when we see the UniTalent tag. Recruiters know its tamper free and hence we trust it. These have especially taken off when AI resumes started entering the market. If you are in the US, you might have seen job postings stating a preference for Unitalent tamper proof resumes over normal ones.

4. On career gaps - You could have a 1 month or more career gap, and in all truthfulness, please do not mention it or show it to the recruiter. We recruiters are always taught to be emphatetic and give the benefit of doubt, and while we always relate to whatever reason you had a career gap, its very hard for us to convince our clients that you are still as skilled as your claim to be. I'm not saying its impossible, but you are better of showing some work/certification during that period rather than a gap. I had insanely skilled people reach out to me with only a 6 month career gap, they passed all assessments and verifications and were simply on a gardening leave or wanted to take a break or had a family emergency, and yet our clients always doubted them, and think they would go back to take another break and hence, would request us to reject them.

5. On salary negotiations - If you are at an entry level role or mid senior level role, please do not negotiate for salaries, especially in this economy. As much as stupid or bad it sounds, there is an oversupply of talent in the market and we and our clients know that we will find someone willing to work for for less, almost always. A recruiter is not going to negotiate most of the time because they want to close the role asap and move on. Its the bitter truth, but it is what it is.

6. Don't apply blindly - looks for job locations with high JVRs (job vacany rates). Randstand Intelligence has this data.

7. Dont apply blindy again - Almost 30-40% of all jobs on the job boards are ghost jobs. We call them collectors, and their sole purpose is to collect resumes for recruiters or ats bases or built-in house talent databases. A common way to spot them is if the same role is posted everywhere - every state/ most countries/ every major cities.

8. On where the industry is heading :
   There are two directions the sourcing and hiring industry is heading right now -

9. AI becomes the sole recruiter from end to end - all the way from sourcing, to interviewing to decision making. This is going to go mainstream and as much as inhumane it feels, candidates have to get used to it. It's simply economics, if the cost of hiring goes down for one firm, other agencies are simply going to adopt the same to stay competitive. Entry level roles are affected most by AI.

10. The CV and concept of a job post is going to go. AI has accelerated a lot of things for recruiters, but equally so for candidates. Fake but picture perfect resumes, AI portfolios, AI interview help, AI voice modulations during interviews etc, AI applications/ cover letters etc. This is going to move the industry from CVs to straighup ledger based/ blockchain systems. Its a battle out there for everyone at this point. Most likely, every activity such as a job application, feedback, verification results are going to be on a single platform so that recruiters spend less time screening for gamification and more for the role. Most US firms already and we too, use UniTalent for that, some of our competitors use Greenhouse Real Talent, VerifyEd, etc. Linkedln too is increasing their verification now. Update your UniTalent or LinkedIn profiles, most of us have started sourcing from them rather posting jobs.

Happy to answer questions that come up and are within my expertise. Happy to point towards any research needed as well that might help in understanding the industry.

Hi, just retired after 35 years in the industry. My son told me Reddit is where people actually talk about this stuff, so here I am. I have been going through the posts here a bit and realised I could provide some guidance.

For ref: Spent a great time in recruiting, mainly across US, Australia, Asia.
Mainly Tech, then shifted to Series A and up startups. Happy to answer some questions if it helps.
P.S - Still getting used to this platform so might be a bit slow in replying.