ATS platforms are databases with specialized parsers and search interfaces. Recruiters rely on them to triage large applicant pools quickly. By understanding how resumes become searchable records, you can craft content that surfaces in more recruiter queries and shortlists.
1) Ingestion & parsing
Your file is converted to plain text and parsed into fields (name, email, titles, dates, education, skills). Non‑linear layouts, headers/footers, images, and tables introduce errors. Use a linear single‑column format and standard headers so fields map cleanly.
2) Indexing
Parsed text is tokenized and indexed. Exact phrases often matter more than synonyms depending on platform and configuration. This is why mirroring job‑post language (e.g., “React” vs “frontend framework”) improves recall.
3) Scoring & ranking
Recruiters run saved searches and apply filters (location, years, skills). Some systems score matches based on keyword frequency and proximity to job requirements; others use semantic matching. Either way, clear evidence in bullets beats isolated keyword lists.
4) Workflow & human review
Shortlists are reviewed manually. Formatting polish and clarity still matter—forwards, referrals, and hiring manager reviews depend on human readability. ATS gets you into the room; clear storytelling gets you hired.
5) Practical adjustments
- Mirror the phrasing of the job post for critical skills and domains.
- Use titles that match market terms (with parentheticals if needed).
- Quantify outcomes in bullets; avoid dense skill dumps.
- Export to PDF and validate reading order via a plain‑text check.