Should we still believe that ATS automatically rejects resumes?

Many candidates remain convinced that their resume is “blocked” or “rejected” by an ATS (Applicant Tracking System) if it lacks the right keywords or doesn’t follow a supposedly “perfect” format.This widely spread belief relies more on myth than reality — especially when you consider that the people who promote this idea often have never used an ATS or worked in recruitment.

First, a definition

(Here’s a clear and comprehensive definition from Indeed:)

An ATS, or Applicant Tracking System, is a software used to track and manage job applications. It’s often referred to as recruitment software or a candidate management tool.

In other words, it allows recruiters to source, follow up, and structure their hiring process. It provides real-time visibility into each step of the process and helps optimize both time and strategic resources.

Concretely, an ATS helps:

• Evaluate candidates

• Strengthen employer branding

• Track recruitment metrics

• Automate repetitive administrative tasks

• Post job ads across multiple platforms

• Build an internal candidate database (CV library)

What does an ATS actually do?

An ATS is, above all, a management and organization tool. It allows recruiters to centralize resumes, follow up on applications, collaborate with hiring managers, and structure the entire process.

By default, it has no ability to judge the quality or relevance of a resume. Contrary to popular belief, an ATS does not automatically discard a resume because it lacks a specific keyword or isn’t written in Times New Roman.

A field study that sheds light on the reality

In a survey I conducted with over 100 recruitment professionals (both recruiters and hiring managers), the results were crystal clear:

• 92% said they do not use automatic filters in their ATS.

• 2% use keyword filtering.

• 3% use scoring systems (which rank applications based on pre-set criteria, without rejecting them automatically).

• 3% mentioned other, often marginal, types of automation.

In short, most resumes are reviewed manually by a human recruiter. The ATS does not make decisions in place of the recruiter — it simply helps structure their workflow.

That said, yes, some applications are technically rejected “automatically” — but only in very specific situations.

Which ones?

Mostly due to pre-screening questions.

These are simple questions asked during the application process (e.g., “What is your level of English?”).

If the job requires fluent English and you answer “basic” or “intermediate,” an automated workflow may disqualify your application for not meeting the required criteria.

This has nothing to do with the format or wording of your resume.

Practical resume tips for candidates (without obsessing over the ATS)

As explained in Jobup.ch’s article, here are a few simple and effective resume tips:

• Tailor your content to the job: highlight relevant experience and skills.

• Use a clean and readable layout — avoid complex columns or decorative graphics.

• Write clearly and directly — no unnecessary jargon.

• Be authentic — focus on clarity and substance, not “gaming the system.”

You’re not writing for a machine — you're writing for a human being who’s scanning your resume for impact and relevance.

But why do these myths persist?

So why are so many candidates still convinced that ATS systems automatically block their resumes?

The answer lies in widespread misinformation, often spread — sometimes unintentionally — by career coaches or online services.

You’ve probably seen ads or posts offering “100% ATS-proof” resumes or templates that are supposedly “certified to pass all filters.”

These claims are rarely based on a real understanding of how ATS platforms actually work.

In many cases, it’s a marketing strategy aimed at selling services or templates. The problem is that this shifts candidates’ focus away from what really matters: relevance, clarity, and content.

To be fair, some coaches do excellent work based on real-world recruitment experience. But others, lacking hands-on practice, spread anxiety and misinformation — often unintentionally.

A reality that depends on the context

Now that we’ve clarified things, it’s important to add nuance based on context.

In a small business or for a highly specialized role, the number of applicants is often low — so resumes are usually reviewed one by one, manually.

But in large organizations or high-volume roles (e.g., logistics or customer service), it’s not unusual to receive thousands of applications within days.

In these cases, recruiters may use automatic filters to manage the volume more efficiently.

Let’s not forget: recruiters are human too. Reading thousands of resumes in 24 hours is simply not possible.

So yes, filters may exist — but they are not the norm.

They are specific tools for high-volume recruitment, not general practice.

In summary

• ATS systems are not designed to automatically reject resumes.

• In most hiring contexts, resumes are manually reviewed by recruiters.

• A good resume is above all clear, structured, and relevant.

• Automatic filters exist but are limited to specific high-volume use cases.

• Don’t waste time trying to “beat the system.” Focus on writing a strong, readable resume that speaks to humans.