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Hey Erika - Long time reader here. Did want to ask, above you mention, "In the Age of ATS, 99% of companies use ATS, and 75% of resumes are screened exclusively by robotic algorithms." Are you able to point me towards which ATSes use robotic algorithms to make the decisions?
As someone in the RecOps space, where we spend a considerable amount of time working on ATS configurations, robotic algorithms screening and disqualifying candidates isn't the usual case or even as sophisticated as many hype them up to be. Most of the times candidates are immediately declined would be due to answers for the application questions that have been configured by humans to auto-reject (e.g. If a company isn't able to support visas and they have a question on their application that asks about it and the candidate responds that they will need one, the system can be configured to automatically decline).
Hey Jeremy, thanks for being a long time reader! And this comment is so helpful for readers. When I mention robot algos, I'm predominantly referring to the configured filters you describe, though the big players are starting to invest in smarter, more automated filters to save recruiter time.
Lever is one that advertises their AI/ML capabilities most, but I expect to see it in Greenhouse soon enough.
There are also a number of AI-first ATS add ons that can sit atop the ATS and apply automated matching algorithms (Findem, Eightfold, Beamery are some I've run into). I suspect that some companies are using both ATS native filters and add-on tools to parse and shortlist candidates in a more automated and sophisticated way.
Dec 15, 2023·edited Dec 15, 2023Liked by Coach Erika
Thank you for taking the time to respond! I hope you don't mind me saying this but I think it is important to have the distinction to clear up any misconceptions because the myth that AI is making the decisions continues to be circulate and misinform people, especially candidates, I think it’s important to clear up some misconceptions on the topic.
Knowing Lever, their AI/ML capabilities is primarily them referring candidates that are already in your system as suggestions (so it is really a candidate refresh) not blocking anyone out. While Findem/Eightfold/Beamery sit on top of ATS, they are primarily there to reduce interactions with the ATS (which is usually Workday) for candidates and recruiters and functions also as suggesters (especially since Findem/Eightfold) are also sourcing tools.
Hey Erika - Long time reader here. Did want to ask, above you mention, "In the Age of ATS, 99% of companies use ATS, and 75% of resumes are screened exclusively by robotic algorithms." Are you able to point me towards which ATSes use robotic algorithms to make the decisions?
As someone in the RecOps space, where we spend a considerable amount of time working on ATS configurations, robotic algorithms screening and disqualifying candidates isn't the usual case or even as sophisticated as many hype them up to be. Most of the times candidates are immediately declined would be due to answers for the application questions that have been configured by humans to auto-reject (e.g. If a company isn't able to support visas and they have a question on their application that asks about it and the candidate responds that they will need one, the system can be configured to automatically decline).
Hey Jeremy, thanks for being a long time reader! And this comment is so helpful for readers. When I mention robot algos, I'm predominantly referring to the configured filters you describe, though the big players are starting to invest in smarter, more automated filters to save recruiter time.
Lever is one that advertises their AI/ML capabilities most, but I expect to see it in Greenhouse soon enough.
There are also a number of AI-first ATS add ons that can sit atop the ATS and apply automated matching algorithms (Findem, Eightfold, Beamery are some I've run into). I suspect that some companies are using both ATS native filters and add-on tools to parse and shortlist candidates in a more automated and sophisticated way.
Thank you for taking the time to respond! I hope you don't mind me saying this but I think it is important to have the distinction to clear up any misconceptions because the myth that AI is making the decisions continues to be circulate and misinform people, especially candidates, I think it’s important to clear up some misconceptions on the topic.
Knowing Lever, their AI/ML capabilities is primarily them referring candidates that are already in your system as suggestions (so it is really a candidate refresh) not blocking anyone out. While Findem/Eightfold/Beamery sit on top of ATS, they are primarily there to reduce interactions with the ATS (which is usually Workday) for candidates and recruiters and functions also as suggesters (especially since Findem/Eightfold) are also sourcing tools.
Fair point. I'll adjust that part to reflect that it's automated filters, not *actual* robots.