How AI Stops the ATS Black Hole Problem for Recruiters & Candidates
Posted: Tue Jan 21, 2025 8:31 am
The ATS black hole is defined as a candidate entering the system, but can't make their way out. Regardless of a candidate's fit to the culture or outstanding skillset, the candidate simply can't find their way out of the depths of the ATS.
Unfortunately, there are many applicant tracking technologies that fail to meet the needs of hiring teams and the candidates they’re trying to attract. Some inadequately parse resumes, complicating the application process for the candidate or eliminating the candidate from consideration because of a keyword mismatch. Others simply lack enough integrations or functionality to ensure candidates are carried through the entire process correctly.
In a test conducted last year, Bersin & Associates created the perfect resume of an ideal philippines phone number library candidate for a highly technical role. When the team entered the resume into the ATS, it was reported as only 43% relevant to the job. With 75% of talent acquisition professionals using a recruiting or applicant tracking system, this disconnect needs a solution.
AI in Recruiting isn’t a Buzzword or Automation
While artificial intelligence has gathered a lot of buzz, it isn’t a passing phase. As with any new technology, AI has its critics, especially among those who don’t understand its capabilities or intentions. Many have fallen under the impression it’s a more advanced form of automation. They are right and wrong. Right because AI does automate processes. Wrong because it isn’t a formulaic response. In fact, the whole purpose of AI is to provide a more human touch with the intelligence to understand a situation before responding.
That’s where the black hole problem finds its solution. AI technology has the ability to work alongside humans, easing their daily work and administrative duties. With a more intuitive approach to hiring, recruiters are given more opportunities to nurture the candidate experience that keeps talent pipelines healthy. In other words, a smoother process means no applicants are left within the ATS black hole.
Unfortunately, there are many applicant tracking technologies that fail to meet the needs of hiring teams and the candidates they’re trying to attract. Some inadequately parse resumes, complicating the application process for the candidate or eliminating the candidate from consideration because of a keyword mismatch. Others simply lack enough integrations or functionality to ensure candidates are carried through the entire process correctly.
In a test conducted last year, Bersin & Associates created the perfect resume of an ideal philippines phone number library candidate for a highly technical role. When the team entered the resume into the ATS, it was reported as only 43% relevant to the job. With 75% of talent acquisition professionals using a recruiting or applicant tracking system, this disconnect needs a solution.
AI in Recruiting isn’t a Buzzword or Automation
While artificial intelligence has gathered a lot of buzz, it isn’t a passing phase. As with any new technology, AI has its critics, especially among those who don’t understand its capabilities or intentions. Many have fallen under the impression it’s a more advanced form of automation. They are right and wrong. Right because AI does automate processes. Wrong because it isn’t a formulaic response. In fact, the whole purpose of AI is to provide a more human touch with the intelligence to understand a situation before responding.
That’s where the black hole problem finds its solution. AI technology has the ability to work alongside humans, easing their daily work and administrative duties. With a more intuitive approach to hiring, recruiters are given more opportunities to nurture the candidate experience that keeps talent pipelines healthy. In other words, a smoother process means no applicants are left within the ATS black hole.