Hopefully, this article will help you make that decision. There are links to resources at the bottom for companies AND for job-seekers! Last updated 5/4/19.

What Is ATS Software?

An Applicant Tracking System (ATS) is software that doesn't track - it evaluates resumes. The first ATS came out in the late 1990's, and they were on the user's computer. Nowadays, although there are still some that can be run on a computer, most are on the Internet (cloud app). When a job searcher submits their resume (Curriculum Vitae), most companies route it directly to an ATS, often on a website, which parses the resume and then gives statistics on it to HR. Specifically, it compares the job that was applied for and whatever data it has that is related to that job with what the candidate put on their resume.

In general, at least 40% (a number from a study done several years ago) of employers are using ATS software (ATSS), and amongst Fortune 500 companies that number is as much as 98%! Capterra (which reviews software) claims that 75% of recruiters and hiring professionals use ATSS, and most of them (95%) say the experience is a positive, but there is disparity in the experience between those hiring, and those seeking! This is, of course, based on surveying so it may not accurately represent the actual usage. In some sectors, the numbers are higher, and others much lower. I'm fairly certain that the easier it is to do the job (stressful or not), and the easier it is to find replacements, the less likely it is that ATSS will be used, so, if you're going to work at a fast food restaurant then you're probably safe!

For the rest of us, however, this means that a computer program analyzes our resumes before a human gets to see them. The goal is to save human hours and get better employees, which equates to saving money and improving HR productivity. There are plenty of advantages to using ATSS.

What's So Great about ATSS?

Here are some of the options you might expect in a good ATS. What each one has varies from one software company to another.

• Post Vacancies to Multiple Job Boards
  Ideally, you should be able to post to all of the preferred job boards that are relevant to your vacancies; however, that would be VERY expensive. At the very least, you should be able to choose to post to the ones you are interested in, such as: Monster, Indeed, Dice, CareerBuilder, Glassdoor, Zip Recruiter, the Muse, Craigslist, USA Jobs, O*Net, Resume Library, AngelList, Tech Careers, and University/College career centers.

If you're looking for remote workers, then you should be able to automatically post to places like Remote OK, Remotee, We Work Remotely, Nerdy Hire, Job Nomads, Escape the City, Jobspresso, Remotive and Skip the Drive.

If you're working at a non-profit, you should list at sites like Idealist and Jobs That Serve, as well as volunteer/intern sites like Handshake, Purple Briefcase, GoodWill and VolunteerMatch. How many and which job sites you can automatically post to should play an important role in which software you go with.

Even better would be if the ATSS helps you to choose which boards best serve your needs, such as with check-boxes or some other mechanism that defines search parameters and allows the ATSS to narrow down which boards are the most likely to get you the best results, then displays them with information about each to help you further refine the choices, if needed.

• Speed
  ATSS greatly speeds up the search for great candidates. The ATSS weeds out every candidate that doesn't match the specifications it has for the job(s) you need to fill, reducing what could be thousands of resumes down to only the very best, which could be tens (or less), meaning a savings in term of effort, time and money. All the other resumes are either saved or deleted. Doesn't it sound great - having to look only at the best resumes, and only a small number, instead of spending hours, days or weeks looking at hundreds or thousands?

• Matching to Multiple Listings
  The ability to compare a candidate's resume to other job listings than the one applied for can yield unexpected bonuses - even if you're not actively seeking a person for that role.

• Eliminate Unqualified Candidates
  Every HR person is familiar with the fact that some candidates will apply for a job they're not qualified for on the off-chance that they'll be the best choice and somehow get the job. It's a pipe dream and a super-long shot, but with an ATS, you won't see those people who attempted to try, knowing they lacked the qualifications and hoped you're desperate.

• Analytics & Reports
  Reports on the results your job postings net, keywords that work best, recruiting and hiring, and other analytical resources can help you to improve your employee search and avoid false positives.

• Resume Library
  As a result of all the received CVs, you will have a vast library of candidates to draw from, which you should be able to sort through in different ways to find people. Potentially allowing you to find candidates for a job opening without posting anything to job boards.

• Search Function
  This goes hand-in-hand with the resume library - if you don't have really great search features, that library of candidates will go to waste, not to mention the fact that a poor search engine results in poor results overall in the screening process.

• Schedule HR Events
  This function allows you to keep track of all events related to HR, such as interviews, hiring events, orientation & (up)training, either in an internal calendar or through an integration with your company's favorite online calendar.

• Interview Questions, Scorecards, and Guides
  If you don't feel like you're the best at coming up with targeted and relevant questions in an interview, plus a way to quickly score them, it sure would be nice if the ATSS provided you with them and guidelines, too, wouldn't it? Choosing the right person is a science that requires a firm understanding of psychology, interrogation, the skills needed, and other things, so a top-notch ATSS company should've hired top-notch experts to design the interview questions, scorecards and guides.

• Assessments
  For companies that seek to know more than can be learned in an interview, especially if IQ, EQ and skills are important, a pre-interview assessment not only gives you a detailed evaluation of each candidate, but aids in eliminating poor choices. There are a wide range of tools out there, so it's important that the ATSS maker has chosen those that are recognized as the best.

• Ongoing Case Records
  As someone advances through the ranks for consideration, it's great to be able to keep a log of data, updates, notes, and so on for review and consideration by the HR team and department heads.

• HR Templates
  Not a requirement, certainly, but if your ATSS comes with HR templates included, that can potentially save you work in finding or making templates - as long as they meet your company's needs, of course!

• Automated Email Response System
  It always makes applicants feel good if they get at least an automated response confirming receipt of their resume, and relieves you of the time spent doing it. It also makes them feel better about your company if they get even automated responses rather than just silence. A simple way to improve your image with job-seekers!

• Team Collaboration
  An added perk would be functions that allow your HR (and other people) to collaborate with each other on the search for the ideal employees, or even other HR functions.

• Team Communication
  And, especially if you're not already relying on internal or external forms of communication, built in communication features help. Having notes you can attach to each applicant's file that can be shared and amended by other team members is a bonus, since it comes up with the file instead of being somewhere else on the Internet or your computer.

• Integration
  The ATSS you choose should have plug-and-play integration capabilities with other software your company uses, such as CRMs and financial software, not to mention cloud apps.

• and more HR benefits...
  As you can see, there are many benefits to using an ATS that save time and money. Obviously, the more features there are, the more the software costs but, given the savings to time and money, that generally turns out to be a small price to pay for the benefits.

Should you jump up and get one? Hold your horses - there's a fly in the ointment!

What's Wrong with ATSS?

Every technical advancement comes with flaws, and ATSS is no exception. There are a number of considerations that might give you cold feet, so read on, weary HR hero!

1. Satisfaction
According to GetApp (via [TalentLyft](https://www.talentlyft.com/en/blog/article/48/the-list-of-solutions-offered-by-applicant-tracking-systems-ats)), only 18% of companies that use an ATS feel there has been a great improvement in hiring, 60% slightly, and the remaining 22% felt that it became worse. Not exactly high praise. This source also states that a lot of job-seekers are dissatisfied with ATSS as well as long application processes. This is because job-seekers - who are already stressed - must now take much more time to apply for a job, and have a lower chance of success because they must customize both their cover letter and resume to each company's job description, and potentially complete an assessment, too. That results in far fewer jobs applied for per day, increasing the delay before being gainfully employed again. One could certainly argue, of course, that this puts the onus on the job-seeker and saves each company using ATSS technology a lot of time and money, which is true. But it's not the only consideration.



2. Match Strictness
Some ATSS is very strict - job titles like "happiness hero" will not match with "customer service" or customer support", resulting in the elimination of potentially top-notch candidates. Others can handle some synonymous words and expressions. Increased flexibility can improve the quality of the results but, if it's TOO flexible, you can get worse matches! It's a balancing act, and many fall off at some point. I tested my own resume on an ATSs and it came back with only a 20+% match for customer service, despite years of experience and lots of related skills, but it also listed me as being very good at Java programming - because several of my jobs were in Central Java (Indonesia).

"Josh Bersin, principal at HR consulting firm Bersin by Deloitte, “Most companies have thousands of resumes sitting in a database that they’ve never looked at.” In fact, 75 percent are never seen by a real person." GetFive quotes 70% from Business 2 Community.

3. Read Errors
There are a few problems that occur (like "Java" above) when it comes to getting the information from your resume.

• OCR causes ATSS to make more mistakes. Older systems use Optical Character Recognition software (OCRS) to input your resume. This helps when a resume is on paper but there really is no excuse for any ATS to be using it for anything else. If your ATSS requires paper resumes, it's a dinosaur that should be replaced, plain and simple.
  "Why?" Because these days there are plenty of choices for OCRS if you're given a paper resume, and most people send their resume via email or website anyways.
  "So what?" Well, if you've never used OCRS (I have), it makes a lot of mistakes. Spelling errors, changes or loss of formatting, missing and added text, etc. all occur, sometimes with so much frequency that you throw your hands in the air and run to a photocopy place (only to find that they'll charge an arm and a leg to do the job for you). If, for example, the clever applicant put a background picture behind the text of their resume, the OCR won't be able to read it. But that's an extreme example - most people don't do that. If you use a serif font (like this one: Times New Roman), your OCRS is more likely to make mistakes in reading the characters, much less a cursive (e.g. Chopin Script, Freestyle Script) or funky font like Magneto, Astron Boy, Snap ITC or even just Bradley Hand ITC. Don't even get me started on Dingbats and Wingdings!
  "Ok, but they make a resume unique and attractive." Unique and attractive are fine if the job-seeker knows that the HR person is going to read it and is applying for a creative job (e.g. comic drawer, graphic artist, architect, colorer, interior designer) but let's face it - some of them are hard for people to read, so how much worse will it be if an OCRS tries? It'll kick it out garbage! That resume is worthless if the font is one that the OCRS has trouble with; it'll just drop into the reject pile instead of being lauded for the author's creativity, meaning all that style caused that person not get the job s/he wanted.
  

  Bottom line

  
  HR: replace your ATS if it uses OCR for digital resumes, or look through the resumes by hand if the OCR can't handle them correctly.
  Job-seeker: Stick to sans serif fonts (e.g. Arial, Calibri) without cursive, italicization, bolding, underlining, calligraphy and any other flourishes, and don't use background pictures, lots of visual formatting (like bars and such) and fancy bullet points (stick with basic bullets). In other words: KISS (keep it sweet & simple).

• Invisible formatting characters can baffle some ATSS. Word processors add invisible characters based on the author's selections to show it how to display the document on screen and on paper. It might be coded in HTML and CSS, or XML, or it could be a proprietary computer language, but the result is the same; anything your ATS hasn't been programmed to interpret correctly will cause it to make mistakes, resulting in garbage information at best and, at worst, a resume with a poor ranking. Indeed, if you've ever studied HTML & CSS, as I have, you'll know that different browsers interpret these two languages differently, so programmers have to be especially clever to try to maximize compatibility not only with different screen sizes but the plethora of different browsers...and word processors and email systems! This is undoubtedly why LinkedIn's resume builder produces such minimalist resumes.
  

  Bottom line

  
  HR: See #3.
  Job-seeker: Keep your formatting to a minimum for online submissions.

• Less-common file-types can baffle some ATSs. If your ATS hasn't been programmed to recognize the different systems out there aside from text (.txt), rich text format (.rft), Word document (.doc(x)), and Portable Document Format (.pdf), any candidate who uses, say, Open Office or Libre Office, which use the open document format (.odf, which uses XML), will probably have their resume put in the virtual rubbish bin even if they're absolutely the best candidate!
  

  Bottom line

  
  HR: Convert any files that are incompatible with your ATS or rate them by hand.
  Job-seeker: Use the .txt., .rtf, .pdf or .doc(x) file-type.

• ATSs can't necessarily tell WHAT information means. As in my "Java" example above, ATSs try to extract data and they're not necessarily sensitive to what that data is actually there for. I listed my information for each job like the example below. The ATS I plugged my resume into saw "Java" and parsed that as programming ability. I can program, but not in Java!
  

4. The Human Factor
Most people are not HR experts, or even resume experts. Some places out there that offer resume help to people are populated by people who are NOT actually experts for all fields, and so they lack the knowledge to help, and some agents are just not good at making resumes despite their claims, although they might be good at helping people make a resume that'll get attention in certain fields. My own experience with getting help with my resume has shown me this. I had an expert work on it and it looked nice, but it didn't help me get any jobs. The end result is that most people are NOT going to be able to produce resumes that match well with an ATS, so they'll get filtered out even if they are superior candidates. You'll end up with those who are very skilled at making "ATS-friendly" resumes, those who just happened to luck on the right combination of words and phrases, those who customize their resume to each job posting (especially if they see a URL going to an ATS), and those who're trying to con the system. The rest, no matter how good they really are, drop into that resume library - probably never to be seen again.
5. Gaming the System
Some people are TOO good at making ATS-friendly resumes. They make it their business to know every ATSS logos and URLs, and they also keep track of what they can find that's related to your application process in order to try to match their client's resume to your ATS. They have studied every ATS they can find and customize resumes to match the quirks of the ATS each employer uses, which means you'll definitely have their clientele on your radar, but that doesn't mean their clientele are the best choices! Knowing how to maximize the match percentile doesn't equate to quality - it's wordsmithing, creativity and craftiness combined. An experienced HR expert **should** be able to spot chicanery, but can an ATS? If it's a game between the company and the candidates, shouldn't you be looking at a better choice - one that will actually help you find people who are the best choice instead of great at matching their resume to your job description?
6. ATSS Lacks Human-Level Intellect
Let's be honest - ATSS doesn't have the intelligence, knowledge, skills or experience that an HR expert can apply to the search for the best person. Sure, they're fast, and specialized computer programs can beat a Grand-master of chess so they MUST be good at analysis, but they are NOT capable of the complex types of evaluations that HR experts can perform, and they will ALWAYS drop a percentage of valid candidates to a lower rank (and, conversely, raise up lesser ones) because of quirks in their programming, incompatibility with the way the person wrote their resume, and so on. Sure, in some ways, ATSS can potentially do better than humans but artificial intelligence quality is still way off what it needs to be. There's a big difference between programming to beat a human in a game of chess, which has a limited number of possibilities, versus analyzing resumes, which has innumerable possibilities and complexities. A program is only as good as the logic of the programmers.
7. ATSs Are Cold
They are not particularly clever about emotions - they're just software, after all. They cannot see the creative value someone worked into their resume, nor can they identify with any real reliability the telltale signs of emotional instability that some HR experts find seemingly by magic. Red flags of a subtle nature will pass them by, as well as signs of quality of certain types, because ATSS just can't be flexible and isn't empathic.
8. Each ATS Is Different
There are well over 100 ATSs out there and more are created every year, and they're not standardized. Each company has their own algorithms, their own databases of keywords, programming quirks and flaws, strengths and weaknesses, and it's not a simple matter to pick the best. Just like the massive number of recruiters that offer a wide range of results, ATSs do, too. (I get lots of calls and emails from headhunters, almost all Indians, who have matched me with jobs I'm not qualified for, I'm clearly not interested in, or are too far away just because they're betting on a long shot and too lazy to do their research to figure out if I'm really a good match. It's not unique to them - job boards do the same thing.)
9. You Will Lose Top Candidates Because of ATSS
There is no question that this will happen. It's a proven fact. "In fact, 62 percent of companies using applicant tracking systems admit 'some qualified candidates are likely being automatically filtered out of the vetting process by mistake,' according to a [joint CareerArc/Future Workplace survey](http://www.careerarc.com/blog/2016/06/candidate-experience-study-infographic/)." This is unavoidable. Will you lose ALL of the best candidates due to using an ATS? It's a numbers game, really, which means that sometimes you will. It depends on how many highly qualified applicants who don't know how to make an ATS-friendly resume apply for each of your job listings. If all the best are bad at making a resume, they're liable to ALL fall through the cracks. If the people who are the best at getting a high ranking by an ATS are actually terrible choices, that's what you'll get.
10. Missing Options
What if you get an ATS but then you discover that it's missing something you didn't realize you needed? You may be stuck with it, or your company may have to start over. Hopefully, the new ATSS can handle importing everything from the old one!
11. You Don't Know What You Don't Know
You may never notice that you're losing good candidates - how would you when all the great, but mis-ranked resumes drop into the resume repository without HR oversight? Unless you take the time to verify the software's results manually, you won't find out what opportunities for star candidates were lost, and then you won't learn how to tweak the settings (if possible) to achieve better results.

But, here's the big question: If you DID lose out on some top candidates, how much did you lose in terms of productivity, creative ideas and improvements, and profits BECAUSE the ATS wasn't good enough? I really don't think you should skimp when it comes to buying an ATS, but don't look at which has the biggest following - look at which has the highest success rate in ranking ALL candidates appropriately.

Alternatives

Don't get me wrong: I'm not saying we should stick with the old standby of resumes, cover letters and interviews because, ultimately, it is a highly flawed system that ALSO favors those who have strong resume-writing skills and know how to interact in an interview. I'm not a status quo kind of guy - I believe that ATSS just perpetuates what is already broken, and that we need to make better use of knowledge and technology to get the best results for companies AND job-seekers, so something better is needed. Yes, as with any system, alternatives can be gamed but it takes rather more intelligence than gaming an ATS, so you're less likely to lose good candidates - the fact that there are those smart enough to trick the best systems can't be helped at this time; it's inevitable. I had hoped that job boards would come to serve the function of easing the pain for HR and job-seekers...But have they? My experiences suggest the answer is no.

REMOTE ASSESSMENTS

In the meantime, there are other options that you can consider, but each of them has strengths and weaknesses. However, if you combine some, you may find a superior system that STILL saves time and money. If you apply the appropriate types of automated assessments of IQ, EQ, skill sets, sensory preferences, psych profile, social type, and so on (e.g. Weschler Adult Intelligence Scale IV(WAIS-IV - the WAIS V is currently being developed), Wide Range Achievement Test, 5th ed. (WRAT5), Repeatable Battery for the Assessment of Neuropsychological Status Update (RBANS Update), Brown ADD Scales, Personality Assessment Inventory (PAI), Incomplete Sentences, Trauma Symptom Inventory, 2nd ed (TSI-2), COPS Interest Inventory, COPES Work Values Inventory, TABE (for jobs requiring only high school education), Myers-Briggs Type Indicator, Keirsey Temperament Sorter, and there are many other tools), you can discover a great deal about each candidate, although not all of these may not be able to be used remotely. Here are some ideas that HRD can employ to improve the odds of getting the best candidates.

Automated Assessments

The challenge comes in making sure that the right questions are asked by the computerized assessment program, and the evaluation algorithms are complex, fuzzy (flexible) and logically accurate, or people will be eliminated for the wrong reasons. Some companies I've applied at use some assessments to evaluate people for skills, IQ and even EQ. The tests should include breakdowns of identified strengths and weaknesses in each candidate, especially for areas of most concern for your company and the job.

• Vocational
• Skills
• Psychological
• Social
• IQ/Applicable intelligence factors
• Emotional Intelligences (interpersonal and intrapersonal)

Customized, Automated Questionnaires

Take a look at what direction you really want your company to take, the kind of culture you want, and what kind of people you want in it. What should motivate them? What should their interests be? Is it important that they have a personal interest in your products? What should their goals be like? How can you help them achieve their goals in order to achieve your business goals? There are many other questions you can come up with that will help you to decide if someone's a good fit. It's a good idea to use these AFTER assessments, as they're more likely to require a human to evaluate them. Look at the questionnaires of Zapier, Buffer and Automattic for some interesting ideas.

Checklist Questions

Ask the candidate a series of questions directly related to the job that they are applying for, with a yes/no question followed by a more specific question (such as # of years of experience, which companies that skill was gained at, etc.).

Let's use the job title of IT Support Specialist for an example.

For each skill that you possess, check it then complete the box for number of years of experience and write in the names of companies at which you gained that experience.

Skill ..........................................................# Years Exp................ Companies It Was Used at

Computer Programming
Website design & layout
Front-end Website development
Back-end/Server-side development
Graphic design
Social Media Management
SEO
SMO
Hardware testing
Hardware repair
Troubleshooting
Software maintenance
Software installation and removal
PC Security (Apple)
PC Security (Windows)
PC Security (...relevant type)
Scripting software changes (add, upgrade, remove)
Scripting OS changes
Network administration
Network security (Windows)
Network security (Apple)
Network security (MicroTik)
Network security (Linux)
Network security (Unix)
Network security (...relevant type)
Penetration Testing
Ethical Hacking
Each checked skill could trigger additional questions depending on what specific knowledge might be needed, so the network security could be 1 skill that triggers a request to list each network type, years and companies, routers, years and companies, and so on. Additional questions could request coursework, certifications (CompTIA, Microsoft, Cisco, etc.), degrees, and diplomas. This drill-down approach could prove to be a very lengthy experience, but it will definitely give you a clear idea of what the candidate is capable of. Job boards should be doing this with all job-seekers!

Multiple Tiers of Automated Questionnaires and Assessments

You can arrange a series of automated sessions for applicants as they pass through. Think of it as a series of "levels" they must successfully complete in order to get closer to the coveted interview request from you. This will help to catch out those who are trying to trick the system because they're liable to provide inconsistent answers between one stage of questions to another. It'll also help to weed people out. The first tier of questions and assessments can be general, designed to catch glaring incompatibilities, and the final battery should result in answers that have to be reviewed by HR experts.

1. In a way, you could think of the first battery of assessments as being like true-false questions - you have a 50% chance of success by accident.
2. The second battery could be compared with multiple-choice questions: you have a 20% or 25% of getting the right answer by chance.
3. The third battery could be compared with a test of relevant skills with open-ended answers that can be checked by software: you're only going to get it right if you have the skills.
4. You can double-check prior responses that gauge personality through a second battery, which will help to catch those who are trying to trick the software.
5. The next battery could be like single-sentence answers that can be parsed by the system.
6. The final battery, which theoretically will only be seen by a small number of people (depending on the job title and requirements, of course), could be like essay questions, requiring your HR expertise to evaluate.

At the end, the field of candidates should be greatly decreased, allowing you HR heroes to be the ones who choose from a list of top candidates who have been more carefully selected than an ATS.

IN-PERSON ASSESSMENTS

Not all evaluative tests can be done remotely, but these would mostly occur after some or all of the remote testing was completed. There's no reason to call in any but the short-listed candidates to see if what seems good via the virtual world is really up to snuff. The job-seeker may have to:

• be physically present,
• demonstrate appropriate strength and dexterity,
• use special equipment (which may be too expensive for them to own),
• prove sufficient mastery of required skills,
• prove mastery of equipment,
• pass a drug test,
• or undergo other in-person assessments to convince HR that they are the best choice.

Consultants

Don't be too proud to talk to experts in the field(s) you need help in, either within your company or, if necessary, external consultants.

The Big Combo

The best system is a replete one - take different methods and weave them into something greater. I realize that you'd like to be able to keep the workload low for HRD and thus decrease expenses but there's got to be a better way that maximizes your results across the company by getting the BEST candidates as often as possible - something that ATSS can't do...yet.

RESOURCES

Resources for Companies

I have collected a few articles that may benefit you in evaluating further the value of ATSS, and choosing one, and a few other tidbits I ran across. Hopefully, they will be of value to you!
ATS Benefits: How ATS Improves Time, Cost and Quality of Hire (Talent Lyft)

The List of Solutions Offered by Applicant Tracking Systems (ATS) (Talent Lyft)

Applicant Tracking (ATS) Software Reviews (GetApp)

The Top 100 Applicant Tracking Systems in 2018 (OnGig)

Eye-Opening Facts You Must Know About Applicant Tracking Systems (ATS) (GetFive)

Applicant Tracking Software: Rankings and Reviews for 364! (Capterra)

10 Applicant Tracking Statistics That Prove You’re Hiring Like an ‘ATShole’ (Capterra)

What’s Wrong With Using Resumes For Hiring? Pretty Much Everything (Ere)

What’s Wrong With Interviews? The Top 50 Most Common Interview Problems (Ere)

15 Favorite Interview Questions to Completely Disarm Job Candidates (in a Really Good Way) (Inc.)

10 Best Questions to Ask an Interviewee (The Muse)

The Best Interview Questions We've Ever Published (First Round)

Job Description Template (Better Team)

How to Write a Job Description That Finds You Great Candidates (Monster)

Are You Looking for a Remote Job/Employee? Resources and Advice Here! (Glenn McGrew)

Resources for Job-seekers

If you're looking for work, you may have a lot of experience, or you may be new to the game, but the resources below should be enough for all but the most experienced. If you think something is missing, let me know!

Easy Ways to Get Your Resume Through an ATS (Nexxt)

What Happens to Resume Tables and Columns in an ATS? See For Yourself (JobScan.co)

The Top 10 Resume Mistakes to Avoid (The Balance Careers)

What Your Cover Letter Should Look Like in 2018 (Money)

6 Resume Tips from the Pros (Zip Recruiter)

Make Your Resume Perfect for Applicant Tracking Systems (Business 2 Community)

The secrets to beating an applicant tracking system (ATS) (CIO)

What Is an ATS? How to Write a Resume to Beat the Bots (Top Resume)

10 Applicant Tracking Statistics That Prove You’re Hiring Like an ‘ATShole’ (Capterra)

Everything You Need to Know About Job Interview Etiquette (Indeed)

The 10 Rules of Interview Etiquette (The Muse)

15 Favorite Interview Questions to Completely Disarm Job Candidates (in a Really Good Way) (Inc.)

10 Best Questions to Ask an Interviewee (The Muse)

The Best Interview Questions We've Ever Published (First Round)

Are You Looking for a Remote Job/Employee? Resources and Advice Here! (Glenn McGrew) This includes a list of many job boards for in-person, freelance, non-profit and telecommute jobs.

4 Things You Need to Do After Every Job Interview (and 1 Big Don’t) (Top Resume)

3 Things You Should Never Do After a Job Interview (Business News Daily)

Post-Interview Etiquette (The Balance Careers)

The Right Way to Follow Up After a Job Interview (Zip Recruiter)

Questions? Comments? Please share!

If you'd like to hire me to research and write an article, let me know!

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