Hidden Secrets of the Applicant Tracking System with Recruiter Sylvanna Berkowitz

In this episode, we had the privilege of speaking with Sylvanna Berkowitz, a seasoned recruiter who brought a wealth of knowledge to the often-confusing world of Applicant Tracking Systems (ATS). For many job seekers, ATS can feel like an insurmountable barrier, but Sylvanna helps us uncover the reality behind this technology and offers valuable insights for navigating the job market.

For many, the term “Applicant Tracking System” evokes feelings of frustration and bewilderment. Job seekers often view these systems as ruthless gatekeepers that mercilessly filter out potentially qualified candidates. However, as Sylvanna explains, the reality is much more nuanced. Understanding how ATS operate can significantly shift a candidate’s approach to job applications, empowering them rather than leaving them feeling powerless.

One of the core messages Sylvanna shares is the importance of tailoring resumes to specific job descriptions. She emphasizes that using the right keywords can make a significant difference in a candidate’s chances of passing the initial ATS screening. This tailored approach doesn’t just help candidates get their foot in the door; it also increases the likelihood that their qualifications resonate with hiring managers during the review process. Sylvanna walks us through practical steps to ensure resumes align closely with job postings.

But crafting a compelling resume is only part of the equation. Sylvanna also stresses the significance of networking in today’s job market. While a well-optimized resume can help candidates get noticed, personal connections can often lead to opportunities that a standard application might not secure. Throughout the episode, she shares effective strategies for networking, including tips for reaching out to recruiters and employees within target companies.

In discussing networking, Sylvanna highlights the importance of building genuine relationships rather than viewing it as a transactional endeavor. She encourages listeners to seek common ground with potential contacts, making it easier to establish rapport. Whether through attending industry events or engaging on professional platforms, these connections can open doors that might otherwise remain closed, leading to invaluable job leads.

We also touch on common misconceptions surrounding ATS. Many job seekers believe that submitting a resume guarantees an interview, but Sylvanna reminds us that it’s only the first step. She encourages candidates to be proactive, not just in tailoring their resumes, but also in following up and maintaining connections with their network. This active engagement can keep candidates top-of-mind for recruiters and hiring managers.

Another key takeaway from our discussion is the importance of continuously updating your resume. Sylvanna suggests that job seekers regularly reflect on their accomplishments and integrate them into their resumes. This practice not only prepares candidates for unexpected job opportunities but also helps them articulate their career progress during interviews. A well-maintained resume is an essential asset in a competitive job market.

As the episode unfolds, Sylvanna provides listeners with a roadmap for navigating the complexities of job searching in the digital age. By demystifying the ATS and highlighting the crucial role of networking, she equips candidates with the tools they need to enhance their job search strategy. The insights shared in this episode can transform the way candidates approach their job applications and networking efforts.

In closing, our conversation with Sylvanna Berkowitz is a must-listen for anyone feeling overwhelmed by the job search process. Her expertise offers a refreshing perspective on ATS, reminding us that they are not adversaries but tools that, when understood, can help candidates showcase their skills effectively. With the right strategies, job seekers can navigate the landscape with confidence and clarity.

 

Transcript:

[00:00:00] Sylvanna: If you’re a door dasher and you’re applying for a project engineer and you applied within like one second of when we posted the position, obviously you’re not a good fit. However, yes, timing is everything because hiring managers want their candidates right away, most of the time. Now there are positions where it does take some time, it can take months to fill, but I will say, you know, from my experience, The time frame is pretty short.

Hiring managers do want to interview right away, want to schedule, want to start the candidate within the next two to three weeks. Although, of course, it’s not always realistic, but timing is everything.

[00:00:38] Mary: Before we start the show, I have a quick question for you. Is your resume stuck in the rejection pile?

At Resume Assassin, I create powerful resumes that showcase your skills, experience, and achievements. Getting you noticed by recruiters. I’ll also optimize your LinkedIn profile, transforming it into a [00:01:00] magnet for opportunity, visit resumeassassin. com today, take charge of your job search, visit resumeassassin.

com. Welcome to resume assassin presents recruiting insider, where I create a safe space to have candid conversations with recruiters and LinkedIn thought leaders. This podcast promises to inform, entertain, and inspire. Hey guys, welcome back. So I’m really excited about today’s episode and you should be too, because we’re digging into the applicant tracking system or also known as the ATS.

Uh, and more specifically, we’ll be busting the myths of the ATS. And, you know, I was reading a recent Forbes article and they stated that 99 percent of fortune 500 companies. use an ATS in their recruitment and hiring process. And so, you know, companies often hire for multiple [00:02:00] positions at once, and they receive hundreds, if not thousands of applicants for each job opening, which is absolutely insane.

So when a recruiter or a hiring manager receives That many resumes. It’s just really, it’s not feasible, feasible for them to carefully review, you know, every single one of them. So the ATS really makes job search or makes searching easier or even, you know, automated saving time and sometimes even removing unqualified people.

And so, you know, I speak with a lot of job seekers every single day. And really what I’ve uncovered is no one really has a great understanding of what it is and how it works. And so, you know, I’ve also seen people. And actually so many posts on LinkedIn where people talk about getting auto rejected by the ATS, you know And people are just kind of wrestling with so many myths and misconceptions about these systems [00:03:00] Which literally probably leaves them wondering how to get their resume past that first hurdle, right?

So today I’ve got some Super recruiter Sylvana Berkowitz in the studio here to bust some of those darn ATS myths. So, Sylvana, welcome to Recruiting Insider.

[00:03:19] Sylvanna: Thank you. Thank you, Mary. Um, thank you for having me on this platform. And this is also one of my favorite topics as a recruiter because we get so many, um, hate mails, I would say.

Oh, yeah. From candidates, which is great. Understandably so, um, so I’m here to just explain the ATS process, answer, um, you know, just the standard, um, you know, myths about, uh, the ATS processes. So, I’m here to answer any questions for that.

[00:03:50] Mary: Love it. So let’s just dive right in. What’s an ATS and how does it work?

[00:03:56] Sylvanna: Yes. So an ATS is [00:04:00] pretty much just a filing system for companies to use, um, to where they can track every candidates that’s applied in the system. It’s also used for internal processes. So for example, when this candidate does get hired, they already have the person’s information. Um, you know, there’s.

phone number, address, um, you know, banking information that they can already have in place when this person does get hired. And what was your second question?

[00:04:30] Mary: And how does it work?

[00:04:32] Sylvanna: How does it work? Okay. How does it work? Um, on the recruiter side, so obviously, you know, the candidates enters in their information in on the company website, they fill in all the information that’s required, upload their, um, you know, resume and from there me as a recruiter.

I go through, um, my job recs because that’s the only way you’re able to apply is you, the candidate [00:05:00] applied through a job rec. So me, um, I’m going through the job rec, going through the candidates who’s applied with their resume. And that’s how me as a recruiter uses that. So I filtered through, um, certain keywords.

[00:05:13] Mary: Okay. And so can you clarify for our, our audience, are you an internal recruiter, a corporate recruiter, or Are you an agency recruiter?

[00:05:23] Sylvanna: I am a corporate recruiter. I’ve been a corporate recruiter for three years now, but extensive experience on the agency side.

[00:05:32] Mary: What are the top three most common ATS myths that you hear most often?

[00:05:39] Sylvanna: Oh, gosh. Um, the number one, um, I always hear is that there’s this artificial intelligence that’s automatically rejecting candidates because they’re not including certain keywords on in their resume. Um, it’s a recruiter that’s rejecting you. Um, Now, [00:06:00] me, um, you know, I parsed through the resumes because I do make sure that there are keywords, um, in the resumes, because I’m here to find the most qualified candidate for my hiring managers.

Now, um, there is another caveat to that, which is, you know, we’re bringing on to the second, um, you know, second part where you do get automatically rejected, um, so. When that happens, it’s because, um, you didn’t answer certain questions correctly, or maybe that’s not the right word, but for example, when you’re applying, right?

And it’s asking you, Hey, um, do you have three years experience in accounts payable or something like that? And you put one or, you know, zero, then at that point, that is an automatic rejection because that is not what the company is looking for. So I hope that makes sense. And, um, [00:07:00] another, like, a third myth would be that, you know, companies are just, um, posting, you know, like, or an ATS is just posting fake job recs.

out there, which is just, just personally, like no company will want to waste their time, you know, posting, you know, a fake job position for, you know, for just what to collect candidates information. Um, I, I highly doubt that for, um, for companies. So I hope that I was able to, you know, provide some context.

[00:07:34] Mary: What about those people that say, I meet all of the minimum requirements. And I received a auto rejection at two o’clock in the morning.

[00:07:46] Sylvanna: The truth is, um, there are just other candidates that are, you know, that just candidates that are just way better, um, you know, in regards to experience level. Um, it doesn’t mean that that candidate who’s got the minimum [00:08:00] experience won’t be able to the job, to do the job.

But as a recruiter, for looking through hundreds of resumes, we want to present And pull the most qualified, the most experienced, the most candidates who are, you know, who fit the job description and send them over to the manager. Um, so in that aspect, yes, that, uh, you know, unfortunately when the recruiter, um, reviews that resume and say, Hey, you know, this person has the minimum.

Qualifications, but I already have like 10 extremely well qualified candidates that recruiter selected, um, you know, rejection and that that email will automatically be sent to you now on the recruiter side. We can. We are able to choose how many days the rejection email will be sent. So for example, I can select, Oh, um, uh, this candidate will get the rejection email right away, or I can wait three business days, which probably why [00:09:00] candidates receive rejection emails on Saturdays, because the.

You know, the recruiter probably selected, um, you know, the, the timeframe on a Thursday or Friday. So that’s why they’re getting rejections on the weekends at 2 a. m.

[00:09:15] Mary: Yeah. Yeah, sure. So if that’s the case and, you know, we all know that companies and recruiters are receiving hundreds and thousands of applicants, is it best to be in the first 25 percent or the top 25 percent of people applying to that position?

[00:09:35] Sylvanna: Absolutely, it’s best to be the top, um, candidate, but also I would say most importantly is timing.

[00:09:43] Mary: Or yeah, that’s what I meant, like in terms of how quick they applied. Oh,

[00:09:48] Sylvanna: absolutely. Timing is everything. Now, if you’re You know, if you’re, you know, a door dasher and you’re applying for a project engineer and you applied within like one second of when we [00:10:00] posted the position, you know, obviously you’re not a good fit.

Um, however, yes, timing is everything because, um, hiring managers want their candidates right away. You know, most of the time now, there are positions where it does take some time can take months to fill, but I will say, um, you know, from my experience that the timeframe is pretty short. Hiring managers do want to interview right away.

Want to, um, you know, schedule, want to start the candidate, you know, within the next 2 to 3 weeks. Although, of course, that’s not always realistic, but timing is everything.

[00:10:39] Mary: Absolutely. And you alluded to, you know, candidates who don’t require those minimum, or don’t meet those minimum qualifications, and I’ve heard the first round of ATS questions be called knockout questions, and you know, and those are kind of like, you know, in the [00:11:00] style of like check boxes or even short answer questions where you’re just trying to get a feel for, do you, like you said, do you meet the three years of accounts payable experience requirement that this position is looking for?

And really the purpose of that is to narrow the pool of applicants. So you know, filters are used. By the software essentially to eliminate those unqualified candidates. So, you know, many times they’re looking for experience, but sometimes it’s like education certifications. I’ve even heard work authorizations.

So, you know, if you don’t give the correct answer to any of the knockout questions, essentially your resume will either be, you know, flagged or auto rejected by the ATS. Um, is that correct? Or is that a, is that a myth or is that, or is that correct?

[00:11:54] Sylvanna: That is correct. If the questions are there, um, the questions are there because recruiters [00:12:00] do want, um, to know, to make sure that you do meet the minimum qualifications.

Um, um, you know, if you don’t have three years experience in accounts payable and you have, you put in one, then there’s really no, um, no need for us to, you know, just. call you because we are sifting through so many candidates. And not only are recruiters working on one position, some of them are working 20 to 30 positions at a time.

So imagine that times the amount of candidates that apply. Now, something to consider as well. And I’d like to add this is that I would say 50 percent of the candidates that do apply for one position Are not qualified for the position. So if you’re ever on linkedin and you see like, oh there’s like You know 500 people that’s applied.

That’s probably like 50 percent of those Candidates are not qualified for the position. So don’t let [00:13:00] that deter you from applying

[00:13:02] Mary: Yeah, I mean, I think I read a statistic somewhere on linkedin that said if you meet 60 percent Of the requirements it’s still okay To apply to that position. So what if that is the case?

What if somebody meets? the 60 percent of the qualifications, but, you know, maybe they don’t answer one of those knockout questions correctly. Oh,

[00:13:26] Sylvanna: okay. I

[00:13:26] Mary: mean, then do they still have a shot?

[00:13:30] Sylvanna: Um, I, well, I think so because in those situations, I can think of a scenario that I, you know, I have, um, you know, encountered, so whenever, you know, I’ve exhausted the candidates that were, you know, qualified who checked all the boxes and, you know, for whatever reason, the hiring manager is like, you know, maybe I’m just not feeling these candidates then at that point, um, that candidate [00:14:00] is still in our system.

Um, I can still reference, um, you know, those candidates and just like, you know, just re review their resume and just, you know, Think to myself like hmm, you know, like these candidates were not working out who were you know, fully qualified. Let me Go through a different direction in my conversation and my route, um, and talk to that person who was 60 percent qualified and go from there.

So there is a chance, um, you know, recruiters, um, are here to build the. Know the job that the job rec that we, um, have been tasked with to fill.

[00:14:40] Mary: So with that 60% person, has there ever been a time where you’ve been like, oh, they, maybe they’re not the best fit for this position, but then you recommend them for a different position within the company?

[00:14:53] Sylvanna: Yes. Um, that, that does happen. But what happens more in my case? Mm-Hmm. is Mm-Hmm. . [00:15:00] Um, you know, I sent my, my hiring managers, you know, my candidates and there’s this, you know, one candidate who I. Feel that, okay, maybe this, the hiring manager might not select this person, um, because there’s this person that has, you know, check the box and whatnot.

Um, and it’s really surprising, um, for what the hiring manager or who the hiring manager chooses. And, um, I’ve had this experience where the hiring manager selects the candidate with, um, you know, who I thought, you know, wouldn’t have been selected for, for the job. So that’s always been, like, a really good, good thing.

Yeah,

[00:15:38] Mary: that’s cool.

[00:15:39] Sylvanna: Mm hmm.

[00:15:40] Mary: And maybe they were a better culture fit. So, I guess the bottom line is if you meet 60 percent of those requirements, apply. Apply to the position. You’ve got nothing to lose there.

[00:15:48] Sylvanna: I highly recommend that. Like, you Have 60 percent of the job description. Um, why not apply? All you can do is, you know, I’ll, it’s [00:16:00] just, you get rejected and that’s it.

Right. Um, I would like to add to, it’s just like networking is very viable in this environment that we’re in, um, because we have so many connections. So many candidates that’s out there. Um, so networking who, you know, um, it just find different channels to find, um, you know, a good, uh, you know, good communication channel to, um, recruiter, I think is the best option.

[00:16:30] Mary: Love it. Go back to episode seven. I spoke with, um, Tanya Ledman in depth about, um, So yeah, definitely check that episode out. And I, you know, I think one of the, the biggest myths that I’ve heard, and you’ve already kind of alluded to this, but, you know, it’s that the ATS automatically rejects resumes. So you’ve already kind of busted that, but I want to dig in just a little bit more because I’ve heard that, you [00:17:00] 500 company.

They’re receiving thousands and thousands of applicants. Many of which are not qualified at all. Do some of those companies actually use a feature that auto rejects resumes?

[00:17:17] Sylvanna: That, that’s a good question. Um, in my professional experience, I do not know any software yet, perhaps, you know, with, you know, chat GPT here, um, that may be happening.

Um, but from my experience. I haven’t seen or used a system where, you know, candidates just get rejected just because. Um, so I, I mean, that’s a good research topic. I can definitely look it up afterwards.

[00:17:51] Mary: So if you don’t meet the minimum qualifications, possibly, but it’s still, you still have recruiter eye on those [00:18:00] resumes.

So I’ve also read a statistic somewhere on the internet, uh, that’s, I think is a myth probably, but I want to bring it up here in this conversation. You know, and it’s that 75 percent of resumes, are never seen by human eyes because they’re filtered out by the ATS. Is this true or is the, the rejection actually coming from a human?

[00:18:22] Sylvanna: The rejection is coming from a human. Um, like you had, um, mentioned earlier, we, we get hundreds of resumes. So, um, if I can just explain. So if I have a hundred resumes and the first three, the first three or five I’ve seen are like knockouts.

[00:18:40] Mary: Yeah.

[00:18:41] Sylvanna: So, and I’ve spoken to those candidates. Um, you know, they’re interested in, you know, conversations.

It’s all, you know, aligning with what we’re looking for and what our candidates are looking for. I’m already getting ready to submit those 5 candidates, even though the 6th candidate, um, who I have not seen, [00:19:00] may Also be qualified for the position. There’s already five extremely qualified candidates I’ve already sent to the manager.

So then that means my, me as recruiter can move on to my next position that needs, you know, needs candidates and needs interviews.

[00:19:16] Mary: So might you keep that sixth person on file if the, you know, like if the first five don’t work out?

[00:19:22] Sylvanna: Yes. Yeah.

[00:19:23] Mary: Okay.

[00:19:23] Sylvanna: Absolutely. We, we always wanna keep people, you know, on, you know, in line for.

If anything, um, if anything doesn’t work out.

[00:19:34] Mary: Yeah. And I think another myth that I hear all the time is that the ATS only considers, like, exact keyword matches. Is that true?

[00:19:44] Sylvanna: What was the question? The ATS what?

[00:19:47] Mary: So another myth that I hear all of the time, the ATS only considers exact keyword matches. Is that true?

[00:19:57] Sylvanna: It’s true in a sense that, That [00:20:00] is what the recruiter typed. So, um, so for example, the candidate’s resume is already in their system, right? Um, so me as a recruiter can search in that system, say, hey, I need someone who’s in accounts payable, but they need to have, you know, software experience. So those two keywords, um, uh, we’ll pull the candidates who have accounts payable in their resume and SAP in, in their resume.

So if they don’t have the SAP experience, um, you know, keyword in their resume, they’re not going to be pulled up because me as a human type that I’m, I’m looking for an accounts payable with SAP experience, if that makes sense.

[00:20:41] Mary: Yeah. What if it’s something like a keyword that’s not, A specific technology that you’re looking for, so, you know, maybe somebody uses a specific keyword that essentially.

means the same thing, but you typed in a different keyword. Would that still be caught in the ATS?

[00:20:59] Sylvanna: [00:21:00] Um, in this example, no, um, the recruiter would have to include those different, like all the keywords that would be in that resume. Um, you know, like the ATS doesn’t pull, Oh, you know, you typed in SAP, but you might also need to type in, you know, a longer, you know, period.

Version because S. A. P. is a abbreviation. So maybe a candidate didn’t put the abbreviation, but put the whole, um, you know, the whole word. So, yeah, unfortunately, in that aspect, it’s. up to the recruiter to make sure that they include all the little, um, you know, little titles, little like, you know, um, job titles that could possibly be for an accounts payable.

So instead, um, in addition to typing in accounts payable, I type in AP, you know, um, so that way it pulls up, um, the candidates who I’m looking for.

[00:21:54] Mary: Yeah, what this is telling me, you know, for any of our listeners that are in the seat of a job seeker [00:22:00] is this is exactly why it’s so important for you to really review that specific job description really, really closely, because, you know, typically when a recruiter or a hiring manager is writing a job description, they’ll verily, very clearly lay out what is required.

What’s a required skill or experience within that specific position. And if you have that skill and that experience, use the various, use that language and pull that up and highlight it because the ATS will catch it, the recruiter will catch it. And you’ll be more likely to be in that top five or, you know, that top 10 of resumes that are being passed off to the hiring manager.

So what types of formats are most suitable for the ATS?

[00:22:50] Sylvanna: Good question. I love that. Simple and boring, simple and boring, you know, bullet points, black and white, [00:23:00] um, word document, like no heading. Um, because when you, Transfer your word document with all these different like formattings. Um, it doesn’t trans, it doesn’t format, um, easily.

So you have to, like, go back and forth. So it’s really, you know, recruiters absolutely prefer simple and boring formats, like there’s no need to be like creative, like all these different colors, like recruiters do not really care for that. We really just look at, okay, this person has experience, um, you know, Um, the software knowledge, the certifications, great, check, check, check, and move on.

[00:23:39] Mary: I’m going to push back on that a little bit because I am a fan of using color in resume writing and putting just a little bit of flair on it just in terms of, you know, writing it in a way that’s going to really draw attention to the recruiter or the hiring manager of different places, you know, and different experiences and different skills that you really want [00:24:00] them to look at where, yeah, it’s not something that you have to do in order to, you know, Beat the applicant tracking system quote unquote, but um, you know, I think it is something that that can be Nice to help you stand out as a candidate when you’re really using different strategies Even if it is just using black and white but doing that in a way to really draw the attention To the different areas of your resume that you really want to be seen and read So yeah I, I’ve heard a myth out there, and I want you to tell me if this is a myth or not, that ATS can’t read color because I, I’m under the impression that, you know, they’re sophisticated enough to actually read the color, but you know, they’re, what you want to look, look out for is just making sure that it’s simple, like you said, and kind of a up and down format.

So don’t use any columns or anything like that because the ATS isn’t going to, you know, parse your information correctly if you do things like that.

[00:24:57] Sylvanna: Yes, that is true, because in [00:25:00] the formatting state, it’s just tabs. Um, so like, um, the ATS pulls the tab where you put in your job title. Then it pulls in the tab for your, um, you know, for the date of when you got hired.

Um, and then your responsibilities. So it’s not going to pull, um, the different colors, um, that, you know, a candidate may have. Put in their resume because it parses it to a a text document in the ATS. Um, software, um, but absolutely really good points. Um, what you’ve, um, you know, what you’ve mentioned.

[00:25:36] Mary: Yeah.

So, I mean, of course, uh, you know, like an automated or an applicant tracking system won’t read the color, but it could potentially help. If you’re using it to stand out to the hiring manager, I suppose.

[00:25:51] Sylvanna: Yes, and I wanted to add to what you’re saying. Um, uh, your resume will still be attached to your profile, if that makes [00:26:00] sense.

So, um, in the ATS, you have your profile. You have, we have like your text. format, um, you know, of your experience, but then also in your profile, there is, um, your resume attached to it where we can see, like, your original formatted resume.

[00:26:17] Mary: I love that you said that because a lot of people do spend a lot of time making sure that their resume looks really good and is perfected.

So it’s nice that, you know, if you know that you have a format and a resume that’ll be parsed correctly by the ATS, but then it’s still being attached, um, when it’s sent off to the hiring manager. Yes. Yeah. So what are the, the top, uh, What are the top three things that job seekers should know about the ATS to make sure, or, okay, let me say that again.

What are the top, what are the top three things that job seekers should know about the ATS to ensure that their resume passes [00:27:00] through the ATS and lands in the hands of the hiring manager?

[00:27:05] Sylvanna: Um, Top three things would be to make sure, um, that your resume reflects the job description. Um, I mean, even though if your resume doesn’t have the job, like specific keywords from the job description, your resume will still go through and you can create your profile.

You’ll still be in that job, you know, as a candidate. Um, but it’s important to include keywords from the job description because me as a recruiter is looking for those specific keywords. So you may be using a software, um, that’s called something different. So, But then it’s, it’s the same at your company, but for, you know, from the job description, it’s like the same, um, you know, same keyword, but just like in a different, um, you know, different word or, you know, spelling definitely include that in your, [00:28:00] um, you know, in your resume.

Um, make sure, make sure that you have your contact information. I have seen multiple times, um, when candidates, um, Don’t include like their email, don’t include their phone number because, um, like I mentioned earlier, timing is key. If you have your email, I can shoot you an email. If you have your phone number, I can just, you know, give you a ring.

So absolutely make sure that your contact information is on there. Um, and then thirdly, I think formatting is key, um, on your, you know, on your resume because it would just, you know, It would just reduce your time of having to like edit and like go back and forth and I know Candidates are applying and you know to so many jobs it can be Exhausting filling in the same thing in same information over and over again.

[00:28:50] Mary: Yes I always recommend looking at the first three to five qualifications within the job description and [00:29:00] the first three to five job duties, really, and then incorporating some of that language into your resume. And you should, even if you’re applying to, you know, You know, 10 jobs in one day or a hundred jobs in one day.

You should do this every single time you apply to a position.

[00:29:17] Sylvanna: Highly recommend that, Mary, because I know how exhausting that can be. Cause I, I mean, I was a candidate myself. Like I, I did that. Um, and I got tired of it. I had to like step away from a test. Cause I’m like, oh my gosh, my mind’s going crazy.

Like, I don’t want to do this anymore. I’m just, I Yeah. The application is not application, you know, it’s not applicating.

[00:29:41] Mary: Yeah. Yeah. But, but it’s so important because if you are taking the time to apply to that position, you want to make sure that you’re doing everything in your power to give yourself the best shot of landing in the top five that Sylvana said that she was passing off to the hiring manager.

[00:29:57] Sylvanna: Absolutely. 100%. Like put that [00:30:00] in your summary. So I was like, okay, bang. Like this person’s got the experience. Bang, bang, bang.

[00:30:04] Mary: Boom. Yeah. So from a recruiter’s perspective, what are some of the biggest mistakes that job seekers make when applying through an ATS?

[00:30:14] Sylvanna: Just not, um, again, not entering in their information correctly.

Um, uh, you know, just being very mindful of what’s included because I have seen, um, candidates attach like personal, um, Like they may have meant to put in the resume, but I saw like a mortgage statement one time, and I was like, oh my gosh, like, um,

[00:30:39] Mary: so. Somebody sent me their child’s birth certificate before.

No.

[00:30:44] Sylvanna: No way. Um, and. Yeah. Like just be very, very mindful. Um, I mean, I can’t think of a third thing that job seekers should be careful. Um, I think we’ve covered just how important like [00:31:00] keywords are, um, you know, making sure that you’re reflecting your resume against the job description and doing that to every job.

every job application, unfortunately.

[00:31:12] Mary: Yeah, I think it comes down to quality over quantity when it comes to applying to jobs too, you know, so don’t spend endless hours a week online filling out hundreds of applications. Like you’re just gonna get burnt out if you do that. You know, I found that when you’re writing a resume specifically for a position, it’s best to have a fresh set of eyes on it.

You know, so when one is done, walk away from your computer, take a break, maybe spend some time networking. And then, you know, you’d probably Be even better served when you go to start applying to that next job. And then, you know, also take some time to, to find a recruiter on LinkedIn or connect with some people within the company that you’re targeting [00:32:00] and start, you know, networking and, and growing.

You know your opportunities in that way Um that can be really beneficial as well. Another thing that i’ve heard you mentioned

[00:32:11] Sylvanna: that

[00:32:11] Mary: I’m glad you mentioned

[00:32:12] Sylvanna: that absolutely. Um, like it’s absolutely important to like step away Um, you know and just stepping away 10 minutes or maybe like the next day um, and then looking at your resume again with a fresh eye because it’s just It can be overwhelming.

And I like that you mentioned, you know, connecting and networking with recruiters. I would also like to add, um, networking with the employees that work at that company, um, you know, just be, and also be genuine about it, you know, um, keep it short and sweet, um, because through your communication with current employees there, you’re able to actually truly see, you know, the company culture and how Those those employees [00:33:00] feel about working for that company.

[00:33:02] Mary: Mm hmm. Yeah, don’t, don’t connect with an employee and right away be like, hey, can you do this, this, and this for me?

[00:33:07] Sylvanna: Yeah, don’t do that. That’s not going to

[00:33:08] Mary: get you very far.

[00:33:10] Sylvanna: No. Exactly. Yeah, that’s a very good point. Like, don’t say, hey, um, I want to work at your company, tell me who it is. No, that’s not, go about it.

[00:33:20] Mary: Yeah. So what advice can you give job seekers who are just feeling super discouraged by the ATS and the application process right now?

[00:33:31] Sylvanna: I would say, um, thank you for that question. I would say just it’s okay to take some time away, um, from applying. Um, the reason why I said that is, um, I looked for a job.

Um, I mean, I thankfully I was still employed, but. In order for me to land my new job now, it took me like almost six, six months. Um, and I can only imagine, um, those who are unemployed, [00:34:00] um, you know, who are not working. Um, so definitely. Don’t be afraid to take a few days off, maybe just a week, step away from applying, enjoy, go out, walk, play with your dog.

Um, so I think that is absolutely crucial in this job market is to just take care of your mental health.

[00:34:20] Mary: Yeah, I mean, for sure. And I love that you said that because, you know, even eight months, 12 months ago, I was seeing applicants. Apply, apply, apply, and then receive interviews for, you know, 60 75 percent of the applications or the resumes that they submit.

And now, like you said, it’s taking people six months to a year just because, you know, the job market is So saturated and even those people who are happily employed. I read a statistic that 75 percent of happily employed people in the United States are still [00:35:00] passively searching. So that makes it even more competitive where it’s like, you know, I’m not just going up against people who desperately need a job at this point.

I’m also going up against people who are happily employed and are just applying to, you know, passively applying to these positions. Just in case so mm hmm. Yeah, it’s it’s tough

[00:35:22] Sylvanna: Yeah, absolutely And I’m glad, you know You’ve mentioned that that was the reason for for me looking was I did feel that at any any point you know, I’m like I had a Fully transparent.

I had a bad performance review and I saw that and took that and I said, yeah, this is This is, you know, this is like sooner or later I’m going to be let go. And so that gave me the, um, initiative to start looking.

[00:35:54] Mary: So what are the top three takeaways you want our listeners to learn today? [00:36:00]

[00:36:00] Sylvanna: Sure. Um, top takeaways, the ATS is not some artificial intelligence that will reject you.

So just, just take that out of your mind. It’s important to make sure that you’re updating your resume all throughout, like even while you’re fully employed, um, because you might forget your accomplishments by the time that you’re ready to look for another job. So make sure that you’re constantly updating your resume.

Um, and while like, and network, network, network, network, like it’s, I would say it’s more important than having a good resume.

[00:36:37] Mary: So what are you up to now, Sylvana? And where can we find you on social media?

[00:36:42] Sylvanna: Sure. You can find me on LinkedIn. Um, I try to post daily. Um, I, I mostly post humorous stuff there. Um, and I enjoy posting, like just making people laugh.

Um, and, um, from there I’ve actually gained some, you know, uh, LinkedIn [00:37:00] friends, which is really cool. Um, so you can find me on LinkedIn. I’m currently a corporate recruiter for Recurrent Energy. We are a solar and battery storage, um, you know, project company. So that’s where I am. Um, um, also, uh, I do have a big network in oil and gas.

I was in oil and gas previously, so I’m happy to connect with your listeners if they need any sort of, you know, help.

[00:37:29] Mary: Well, thanks for coming on today.

[00:37:31] Sylvanna: Thank you, Mary. Thank you so much for having me. This has been really fun. Thanks for listening.

[00:37:37] Mary: I will be releasing episodes every Monday, so be sure to subscribe on the platform that you are watching this.

Give it a five star review, and we’ll see you next time.