Why Your ATS Might Be Costing You the Best Candidates 

In today’s corporate world, talent is everything. Yet, many hiring managers are unknowingly turning away highly skilled professionals before even laying eyes on their CVs. The culprit? Applicant Tracking Systems (ATS)—the very tool designed to streamline hiring processes. 

Yes, ATS helps manage applications efficiently, but is it filtering out the very candidates you need? If your hiring strategy relies solely on ATS software without a recruiter’s expertise, you could be missing out on game-changing talent. Here’s why. 

How ATS Filters Work—and Why They Fail 

ATS software scans CVs for specific keywords, experience, and qualifications. It ranks candidates based on pre-set criteria, helping recruiters manage high application volumes. 

The Problem? Many great candidates fall through the cracks simply because their CVs aren’t formatted in an ATS-friendly way. Up to 75% of CVs are rejected before a human even sees them. 

Imagine this: A top-tier marketing strategist, experienced in driving multi-million-dollar campaigns, applies for your role. But because they used the term “brand storytelling” instead of “content strategy,” their CV never makes it to your desk. Your perfect hire? Gone! 

Why Hiring Managers Should Worry About ATS Bias 

• Exceptional candidates may lack ATS-friendly CVs – Many talented professionals, especially in creative industries, leadership roles, and niche technical fields, do not format their CVs with ATS software in mind. 
• ATS prioritises keywords, not potential – Just because a CV is optimised for ATS doesn’t mean the candidate is the best fit. Some applicants overload their CVs with keywords to “game the system,” while truly skilled candidates may use different terminology or focus on storytelling rather than keyword stuffing. 
• Diversity & Inclusion suffers – Relying solely on ATS-based hiring can limit diversity. Many brilliant candidates from non-traditional backgrounds may not meet rigid algorithmic requirements—but they bring innovation, fresh perspectives, and untapped potential to organisations.  

The Recruiter Advantage: Spotting Talent Where ATS Fails 

Hiring managers cannot rely on technology alone. An experienced recruiter bridges the gap between ATS efficiency and human intuition—ensuring you don’t miss out on the best talent. Here’s how: 

• Beyond Keywords – Recruiters assess soft skills, leadership potential, and cultural fit—factors that an algorithm simply cannot measure. 
• ATS-Proof CV Screening – A recruiter doesn’t just scan for keywords; they translate a candidate’s experience into what matters most for your role, ensuring top talent isn’t overlooked. 
• Access to Passive Candidates – The best talent isn’t always actively applying for jobs. Recruiters tap into extensive networks, bringing high-calibre professionals directly to you, bypassing ATS entirely. 
• Time saving & Accuracy – Filtering through hundreds of ATS-screened applications is time-consuming. Recruiters do the heavy lifting, delivering only the best-matched candidates, saving your company valuable hiring time. 

Real-World Impact: Companies That Avoided ATS Pitfalls 

Case Study: Finance Sector Hiring A leading financial institution struggled to find senior analysts through ATS-based hiring. After engaging with JobFitts, they discovered that many top analysts were not making it through ATS filters due to unconventional job titles. Our team bridged the gap, resulting in a 30% increase in quality hires. 

Case Study: Tech Hiring Challenges A global tech company relying on ATS saw high rejection rates for developers, despite a growing skills shortage. The reason? Many candidates with transferable skills lacked ATS-specific keywords. They engaged JobFitts, with recruiter-led hiring, they secured niche talent in half the time. 

Hiring Managers: The Smartest Move You Can Make 

ATS software should be a tool—not the decision-maker. If your hiring strategy relies solely on automation, you’re likely overlooking brilliant professionals who could drive your business forward. 

How to fix it?  

• Partner with an experienced recruiter who understands your requirement.  
• Use ATS software wisely—but don’t rely on it entirely. 
• Prioritise potential and adaptability over rigid keyword matches. 
• Embrace a hiring approach that balances tech efficiency with human insight. 

The best candidates aren’t always the best at writing ATS-friendly CVs. Don’t let your next game-changing hire slip through the cracks.