6 min read

Myths about Applicant Tracking Systems


In order to execute your job and stay competitive in today’s environment, you’ll need specific tools. An applicant tracking system is one of those tools (ATS). Any new system can be difficult to implement, thus we all stick to the status quo. However, if you’re thinking about getting an Applicant Tracking System for your business, it’s not as difficult as you would imagine. 


Many myths and misconceptions exist around Applicant Tracking Systems (ATS), which are prompting job searchers to make rash decisions about how they should portray themselves online to a potential employer. 


To refute potentially detrimental disinformation that could be negatively affecting your job hunt, we’ve compiled a list of the most frequent ATS myths. 


Myth #1 Stuffing keywords into your CV provide you with an advantage.

For some reason, many job searchers still consider keyword stuffing to be a legitimate tactic. Some applicants would overuse keywords in their resumes to ensure that their qualifications are appropriately detailed. Unfortunately, with the ATS, this method will not provide a significant advantage. Worse, overuse and haphazard keyword placement will anger hiring managers and recruiters. 


Myth#2 It’s too costly to invest in an applicant tracking system.

If your applicant tracking system is part of a unified human capital management platform, you should be able to pay a single monthly cost for the complete package. It’s a budget-friendly option. 


There will be no need for you to perform any manual updates or upgrades. You wouldn’t need to buy any more hardware. The system’s upkeep will not necessitate the use of any IT personnel. Using an applicant tracking system for hiring is much less expensive than using traditional recruiting tactics. 


Furthermore, cost is proportional to value. A good application tracking system will help you access a larger pool of qualified candidates, save time, and stay on top of hiring choices. Even small businesses are already employing applicant tracking system software. 


An applicant tracking system automates your entire hiring process, modernises your strategy, and saves your HR team a lot of time. After deploying an ATS, companies can save a lot of money by reducing the time it takes to hire and the cost per hire. Many firms cut turnover simply by using an ATS to hire more effectively. 



Myth#3 The ‘human’ part of recruiting is removed.

Companies assume that while recruiting software can automate your hiring process, it will simply detract from the human part of the process. However, it forces recruiting managers to concentrate on the recruitment process, particularly the candidate experience. 


Rather than eliminating the human element of hiring, Applicant Tracking Systems can enhance it. Because an applicant tracking system (ATS) should be built to streamline processes and encourage collaboration, it can make it easier for hiring managers to engage with applicants and keep them informed about the status of their applications. 



Myth#4 It’s just a dumping ground for resumes.

Programs for applicant tracking systems differ. Depending on your company and employees, some applications or HCM platforms will fit you better than others. You’ll find your best option if you do your homework and evaluate numerous systems. Some people believe that an applicant tracking system (ATS) is nothing more than a resume database. That is not the case. 


It’s more than just a database. Will a database sort resumes for you and find the most relevant one? Is it possible to automate the entire hiring process using simply a database? 


An ATS accomplishes this. It assists you in streamlining and automating your entire employment process. 


Myth#5 Other software will be disrupted by an applicant tracking system.

The majority of ATS are cloud-based SaaS systems. The software is available on the internet and can be accessed through it. It has no effect on the operation of any other software on the system. 


If your applicant tracking system is part of a unified HCM platform, it will integrate with other HR applications without difficulty. When you recruit a candidate, the applicant record you prepared earlier forms the foundation for that person’s employment record, which flows into other software programs such as time and attendance and payroll. 


With each passing year, it is becoming increasingly important to understand how to tailor your resume to pass automated screening processes. A thorough understanding of common ATS fallacies is essential for avoiding mistakes that may prevent your resume from receiving the attention it deserves when applying for a new job. 



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