In the pre-digital age, job hunting was often a more personal experience. You’d walk into a company, hand over a printed resume, make eye contact, shake hands, and—if you were lucky—land an interview on the spot. It was an era when human interaction played a pivotal role in the hiring process.

Fast forward to today. Now, job hunting is largely an online endeavour dominated by automated systems, algorithms, and artificial intelligence (AI). For many, this has turned the process into a disheartening experience, where resumes are screened by machines, not people, and applicants feel like faceless numbers in an ocean of data.

This shift, driven by the rise of the Applicant Tracking System (ATS), has transformed the way employers and candidates approach hiring. But while ATS technology offers undeniable efficiencies, it also brings significant challenges for both sides of the job search equation.

In this blog, we’ll explore the current state of job hunting from both the applicant’s and the employer’s perspectives, examining the pros and cons of AI-driven hiring processes, and delving into the feelings of those lost in the digital system.

What is an ATS?

An Applicant Tracking System (ATS) is software used by companies to streamline the hiring process. It helps employers manage large volumes of job applications by automatically scanning and sorting resumes based on keywords, qualifications, and other criteria. According to statistics, 99% of Fortune 500 companies use ATS software to help filter out candidates who don’t meet specific requirements .

For employers, ATS offers an efficient way to handle the often overwhelming number of applications they receive. Instead of spending hours sifting through resumes manually, hiring managers can rely on ATS to do the initial legwork—flagging potential candidates and filtering out those who don't match the job description.

However, for job seekers, the ATS often feels more like an obstacle than a helpful tool. Many applicants find themselves tailoring their resumes to “beat” the system, inserting the right keywords and formatting in the hopes of passing the digital gatekeeper and getting noticed by a human recruiter.

The Employer's Perspective: Why ATS Makes Sense

From the employer's perspective, ATS offers undeniable benefits. With the volume of job applications rising every year, it’s simply impractical for most businesses to manually review every submission. According to a study by Glassdoor, each corporate job posting attracts, on average, 250 resumes, with only a small percentage making it past the initial screening .

The ATS helps reduce the workload by automating much of the screening process. It quickly identifies resumes that match specific keywords and qualifications, allowing hiring managers to focus on a smaller pool of relevant candidates.

Pros for Employers:

• Efficiency: ATS can process thousands of resumes in a fraction of the time it would take a human.

• Consistency: ATS provides a standardised approach to candidate evaluation, ensuring that every resume is screened based on the same criteria.

• Cost-Effective: Automating the initial screening saves time and money, particularly for large companies with high volumes of applicants.

Cons for Employers:

• Over-Reliance on Keywords: ATS systems may inadvertently filter out qualified candidates who don’t use the exact keywords specified in the job description, leading to missed opportunities.

• Lack of Personal Connection: The automation process removes the human element from the initial stages of hiring, potentially leading to a less engaged and connected applicant pool.

• Technology Glitches: Even the most sophisticated ATS software can experience glitches, which may result in qualified candidates being overlooked due to formatting issues or other technical problems.

The Applicant's Perspective: A Digital Gauntlet

For job seekers, the ATS is often seen as an impersonal and frustrating barrier between them and potential employers. The process of tailoring resumes to fit ATS requirements can feel like a game of trial and error, with applicants second-guessing whether their qualifications will be recognised by the system.

Many job seekers find themselves tweaking their resumes, carefully aligning their experience with the keywords in the job description, and ensuring that their resumes are formatted in ways that ATS can easily read. While this can increase the chances of passing through the system, it also leads to a dehumanising experience where applicants feel more like they’re gaming a machine than connecting with potential employers.

A CareerBuilder survey found that 42% of job seekers felt the most challenging part of the process was getting past the initial ATS screening . Another study revealed that 75% of resumes are rejected by ATS before a recruiter ever sees them .

Pros for Applicants:

• Transparency: Job descriptions that include specific keywords and skills can help applicants better tailor their resumes to what the company is looking for.

• Automation: For those comfortable with digital tools, the automated process can be more efficient than traditional methods of applying, allowing for quicker submissions and responses.

Cons for Applicants:

• Dehumanising Process: The emphasis on keywords and resume formatting can make the process feel impersonal, leaving applicants feeling more like data points than human beings.

• Frustration with Rejections: Many applicants are left wondering why their resumes aren’t making it through the system, leading to frustration and discouragement.

• Inaccessibility: Not everyone is tech-savvy, and the complex nature of ATS can disadvantage those who may not be familiar with the nuances of crafting an ATS-friendly resume.

The Rise of AI in Hiring: What’s Next?

While ATS has become the standard, new developments in AI are further transforming the hiring process. AI-driven tools like chatbots, video interview analysis, and even AI-powered decision-making systems are becoming more prevalent.

For example, companies are now using AI to analyse video interviews. These systems evaluate not only what a candidate says but also their tone, body language, and facial expressions to predict whether they’re a good fit for the role. HireVue, a prominent player in this space, uses AI to assess candidates in ways that go beyond the traditional resume.

AI is also being used to automate initial interviews, with chatbots conducting scripted Q&A sessions with candidates. These systems can screen applicants, schedule interviews, and even provide feedback—all without any human involvement. In theory, this speeds up the hiring process and ensures a level playing field for candidates.

However, the rise of AI in hiring has sparked debates about bias, ethics, and the loss of human touch. Studies have shown that AI systems can inadvertently perpetuate biases, often reflecting the biases of the data they were trained on. For instance, an AI that’s trained on past hiring data may favour candidates who fit previous hiring patterns, potentially excluding diverse or nontraditional candidates.

The Voiceless Applicant: A Number in a Digital System

One of the most common complaints from job seekers today is the feeling of being invisible in the hiring process. Instead of being evaluated as individuals, many feel like they are reduced to a string of keywords, numbers, and data points.

As ATS systems and AI take over more aspects of hiring, the personal connection between candidates and employers is diminishing. This shift is leaving many applicants feeling voiceless, unable to showcase their unique qualities, experiences, and personalities in ways that machines can understand.

According to a report by Harvard Business School, 75% of companies admit that they’ve rejected applicants because of automated hiring tools, even when those candidates were fully qualified for the position . This statistic highlights the inherent flaw in over-relying on technology: real talent can slip through the cracks.

While these systems are designed to be efficient, they fail to capture the essence of what makes someone a great fit for a job—intangibles like creativity, passion, and interpersonal skills, which don’t always translate into data points.

A Balanced Future: Can Analog and Digital Coexist?

While the digital transformation of hiring is here to stay, it doesn’t mean that the personal, human elements of the job search have to disappear completely. Companies can—and should—strive for a balance between the efficiency of digital tools and the importance of personal connection.

At LIFECYCLE 7, we’re advocating for a return to the human side of hiring. It’s about more than just keywords and algorithms—it’s about seeing people for who they are, not just what they can code into a resume. Technology should serve as a tool, not a gatekeeper that blocks out qualified talent.

The Pros and Cons of Technology in Hiring

While the efficiency of ATS and AI cannot be denied, it’s important to acknowledge their limitations. Employers need to recognise the value of human insight and interaction in evaluating candidates, while job seekers must continue to adapt to the digital realities of today’s job market.

For Employers:

• Pros: Efficiency, consistency, cost savings, scalability.

• Cons: Risk of bias, lack of personal connection, potential loss of qualified candidates.

For Applicants:

• Pros: Clear guidelines for tailoring applications, faster submission processes, potential for fair evaluation based on data.

• Cons: Frustration with automation, lack of transparency, feelings of dehumanisation.

Conclusion: Navigating the Digital Job Market

Job hunting in 2024 is undeniably a digital experience. For better or worse, systems like ATS and AI are here to stay, transforming how we approach hiring. The challenge for both employers and job seekers is to find ways to integrate these technologies without losing the human touch.

For job seekers, this means learning to navigate the digital landscape while staying true to their unique qualities. For employers, it’s about recognising the value of personal connections and ensuring that technology serves to enhance—not replace—the human side of hiring.

As we move forward, it’s crucial that we don’t allow ourselves to become mere tools of technology. We must reclaim the analog magic of human interaction, ensuring that no matter how digital our world becomes, we remain connected, seen, and valued as individuals.

Let’s work together to strike the balance between efficiency and humanity, and maybe—just maybe—find a way out of this digital nightmare.