ATS vs SEO — Applicant Tracking System vs Search Engine Optimization — Get Job by Being Smart
How to smart out ATS-s with being smart and use the right keywords in your resume
What you should know about ATS and SEO — Applicant Tracking System and Search Engine Optimization — to Get a Job 🙂
ATS or Applicant Tracking System is the tool most global organization uses to find the right talent. Many uses LinkedIn Talent Hub ATS, while others uses Workday, Taleo, or iCIMS. Apple and Facebook uses their own, home built ATS, while Linkedin or Microsoft use different ATS, though they have their own product as well.
SMART OUT ATS
If you know a bit of SEO, Search Engine Optimization, you can use that knowledge very well in your resume.
Use your keywords, the acronym of your keywords and the synonyms in each Work Experience you list.
Use Headers, as SMART OUT ATS is, and use the less tricky, funky visuals in your resume, as ATS is a robot. Robot reads text, and if your CV is in a Graphic Design in a pdf exported from Photo Shop or Canva, they'll get confused.
ATS ranks you, so if you want to get ranked high, you should use your Keywords in as many places as you can, knowing that you resume might be seen by human as well, so don't over do. In one work experience ⚠️only once.
Eg. "I was an ATS developer, where we created the best Applicant Tracking System for military services. Our technique was unique as the candidates came from very different background, so we needed some built-in psychological methodology to choose between the job-seekers."
So here above I used ATS, Applicant Tracking System and Technique, Candidate, Job-Seeker, Methodology, so if any of these Keywords are given to the ATS, to track, search for, I'll be ranked much higher than asinine with the same, or even better knowledge, experience than I have.
ATS WORKS IF
ATS is only working if the Applicant gets in the system and the candidates won't always look for a new job. And here comes the Searcher and the Sourcer, who knows of some open positions and does the search, and send the results to the
SOURCER vs APPLICANT
I know many of the sourcer people tend to be less human, not communicating with the candidates they are in touch with.
What, how would you like to be treated as a Job-Seeker, an Applicant, a Candidate?
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I am Tamas BANKI, I'm the #1 Hungarian Linkedin Expert since 2011