AI-driven applicant tracking systems are transforming the way resumes are screened and ranked by going beyond simple keyword matching.
Traditional ATS tools have long parsed resumes for specific terms, years of experience, and degree requirements to create a basic match against a job description.
With AI layered in, these systems can now analyze language patterns, weigh the relevance of certain skills, and even predict how well a candidate might fit based on similar hiring data. This makes the ranking process faster and often more precise, but it also has limitations.
While AI can efficiently surface resumes that meet predefined criteria, it may still overlook transferable skills, unconventional career paths, or the nuances that a human recruiter would recognize.
This shift makes it even more important for organizations to understand how those algorithms are being trained and what signals they prioritize.
“There’s a lot of buzz about AI reshaping recruiting, but the truth is most applicant tracking systems aren’t there yet,” Childers says. “We’re not using AI to screen or rank candidates, but we do use it to breakdown positions and job descriptions and build strong screening questions for recruiter calls and to create more inclusive Boolean searches.
She says the use of AI is aimed at improving knowledge, efficiency, and accuracy, not replacing human judgment.
Childers adds AI should never be the one deciding who gets an opportunity--that’s where bias creeps in.
“It should support the process, not replace it,” she explains. “AI can speed up repetitive work, but people must stay accountable for fairness.”
She says recruiters and HR teams need to understand how their tools work, what data sets/ models they’re pulling from, and be willing to question results if something doesn’t feel right.
“At the end of the day, technology can assist, but ethics and empathy must guide hiring,” Childs says. “The data shows AI is biased, that should be enough to know it shouldn’t make hiring decisions.”
Workplace and HR expert Lauren Winans explains bias doesn’t go away just because AI is screening candidates; in fact, it can quietly scale if teams aren’t careful.
“These systems learn from historical hiring data, and if past practices favored certain backgrounds or schools, the algorithm might reinforce that pattern,” she cautions.
To mitigate this, recruiters should press vendors on how their models are tested for bias, diversify the data feeding the system, and regularly audit outcomes against benchmarks like diversity representation.
“Human oversight is critical,” Winans adds. “AI should assist decisions, not replace accountability for fairness.”
How Should Applicants Adapt?
Job seekers don’t need to “hack the system,” but they should be intentional. Clear formatting, consistent job titles, and well-placed keywords that reflect the skills in the job description can help ensure their applications are parsed correctly.
Beyond resumes, candidates should keep profiles like LinkedIn up to date since many systems are pulling from external data sources as well.
“Most importantly, applicants should highlight skills and achievements in plain language,” Winans says. “AI is getting better at reading context, but clarity still wins.”
Childers says from her perspective, the core advice remains essentially the same.
“Your resume should tell your story,” she says. “What you do, the tools you use, the problems you solve, and the impact you’ve made. Think about your audience: what business challenge are you helping to fix?”
She explains when people talk about “keywords,” it’s not about repeating words like "collaborate" or "ROI" or "strong communication skills”-- those don’t matter.
Childers says the real keywords are the obvious ones: your skills, tools, customer segments, the scale of your work, or even specific processes or documents you own, like a P&L statement, comp plans, qualification processes.
“Those details should come naturally when you describe your actual responsibilities,” she says. “Clear, concrete resumes stand out to both humans and technology.”
Dani Foust, director of global talent acquisition, Pluralsight, says for job seekers, tailoring resumes to specific job postings has never been more important.
“It’s not about exaggerating, but about making sure that if you have the skills, technologies, or degrees listed in a description, they’re clearly reflected in your resume,” she says. “That way, they’re picked up in searches and rankings.”
Beyond resumes, candidates should also pay attention to their online presence, with Foust noting many organizations use AI to source candidates from platforms like LinkedIn or GitHub, so keeping profiles accurate and up to date increases visibility even if you’re not actively applying.
“One challenge with AI is that many people are now using it to generate resumes, which often leads to documents that look very similar,” she cautions.
She recommends if you use AI as a drafting tool, take the extra time to customize the format, language, and details so your resume reflects your unique experiences.
“Personalization is what makes you stand out, even in a hiring process shaped by algorithms,” she says.
Does the Human Touch Still Apply?
Winans explains automation is great for efficiency; things like quick application confirmations or scheduling interviews can make the process smoother.
“However, candidates still want to feel seen and valued, not like they’re interacting with a black box,” she says.
From her perspective, the best balance comes when AI handles the repetitive tasks, and humans step in at meaningful points.
“For example, a personalized outreach from a recruiter after initial screening, or transparent communication about where a candidate stands, can go a long way in making technology-driven hiring feel more human,” Winans says.
Childers says candidates should connect with a real person early on; ideally within the first few steps of the process.
“Automation is great for reminders or scheduling, but it shouldn’t replace the personal part of recruiting,” she explains. “Hiring is human; it’s emotional and impacts people’s lives.”
She adds she tries to check in often and make every call meaningful, even if the role isn’t the right fit.
“Efficiency matters, but empathy is what makes the experience memorable,” Childs adds.