ATS Myths Busted: Do You Really Need an ATS-Friendly CV?
You’ve spent hours on your CV. Then someone tells you a robot will reject it unless you’ve included the right keywords and achieved an “ATS score” of 80%.
First, what actually is an ATS?
Suddenly, you’re second-guessing every word, changing your formatting and wondering whether anyone will actually see your application. There’s a lot of mis-information online about “beating the ATS”. But how much of it reflects what actually happens after you hit apply?
An Applicant Tracking System is software that helps employers manage recruitment. It keeps applications, candidate details, communication and recruitment activity organised in one place. A digital filing cabinet.
For recruiters managing several vacancies and large numbers of applications, that organisation matters. They need to review candidates, record feedback, arrange interviews and keep track of where everyone is in the process.
There isn’t, however, one universal ATS used by every employer, in fact there are hundreds. All systems have different features, and organisations configure and use them differently. So, when someone claims to tell you exactly what the ATS does with every application and how to beat it, be curious about how they know this!
A fast rejection doesn’t tell you the whole story
We get it, receiving a rejection possibly minutes after applying isn’t great! But the speed of that response doesn’t prove your CV failed a secret keyword test.
Some employers use screening questions to check essential requirements, such as work rights or a mandatory qualification. Your answer can trigger an automatic rejection if the employer has configured that rule. These are often called knockout questions.
That’s one possible explanation, rather than a diagnosis of every unsuccessful application. The practical takeaway is to give the screening questions your full attention. Read each question carefully and answer accurately.
And please don’t treat a fast rejection as a verdict on the value of your entire career.
Your “ATS score” isn’t a universal hiring verdict
It’s understandable to want reassurance before submitting an application. A tool that gives your CV a score can feel like a way to get some certainty.
The problem comes when that percentage starts to feel like an official pass mark.
A score generated by an external CV checker doesn’t tell you how a particular employer’s system is configured, what their recruiter will prioritise or whether you’ll get an interview. Some recruitment tools do offer matching and scoring features, but that doesn’t create one universal ATS score used across the job market.
If a checker highlights a relevant skill you’ve forgotten to mention, that might be useful. If you’re spending hours making your wording increasingly awkward to push a score higher, pause.
Ask yourself whether the changes are making your experience clearer.
Keep the formatting simple and the content personal
Our advice is to make your CV straightforward to navigate. Use clear headings, consistent formatting and an easy-to-follow career history.
Then give the content just as much attention as the layout. Can someone quickly understand what you do, where your strengths lie and why your experience is relevant to this particular opportunity?
Your CV also needs to sound like you. AI can help with formatting and tighten your wording but read the finished version carefully. Generic claims about being a “dynamic, results-driven professional” doesn’t tell the hiring manager anything.
Specific examples, clear achievements and telling your story authentically gives you a much better chance of standing out.
And what about AI in recruitment?
There is no denying it, AI is infiltrating recruitment systems, but the level of automation varies between organisations. Some tools support searching, matching or reviewing applications; however, recruiters and hiring managers remain involved in most decisions and in our opinion in all decisions.
Sadly, we can’t guarantee that every application receives a human review. Equally, the claims every employer has handed recruitment over to an autonomous robot are simply scaremongering.
What we can promise is that Sarah and Carol would never use AI to help determine your suitability for a role, that’s just lazy recruitment.
A useful question to ask when reviewing your own CV is: have I made it easy to understand why I could do this job well?
You can’t control every tool an employer uses, how many people apply or who else is in the running. Focus on what you can control, making your application relevant, readable and honest, with clear evidence of what you bring, and clearly demonstrates why you want the job.
That deserves more of your energy than chasing an invisible pass mark.
In episode 07 of our Seen, Heard & Hired Podcast, we talk through ATS myths, screening questions, keywords and what happens after you hit apply. Listen wherever you get your podcasts.
If you’re not sure where to start – or if your current approach isn’t working to find a job yu love- we are always happy to help.