7 Applicant Tracking System Filters to Stop Using if You Want Top Talent
Hiring managers often rely on outdated ATS filters that eliminate highly qualified candidates before they even reach the interview stage.
However, the modern hiring process has evolved, and these traditional screening methods may prevent you from securing top talent.
As applicant tracking systems (ATS) continue to automate resume screening, it’s crucial to ensure you’re not excluding qualified, high-skilled candidates due to unnecessary or outdated criteria.
This article explores seven common hiring systems filters that might be reducing your candidate pool and limiting access to top-tier professionals.
What Are ATS Hiring Filters?
Applicant tracking systems are screening software used by employers to streamline the online application process. These systems scan incoming resumes for specific criteria, such as job requirements, keywords, and employment history, before determining which job candidates move forward.
Many job applications never reach an actual person because they fail to meet certain ATS filters, such as missing an exact match on correct resume keywords or formatting issues like using the wrong file types (e.g., submitting a PDF document when a Word file is required).
7 Outdated ATS Hiring Filters to Stop Using
- Overqualification: Turning Away Highly Skilled Candidates
- Resume Gaps: Ignoring Talent Due to Career Pauses
- Traditional Degrees: Prioritizing Credentials Over Skills
- “Job-Hopping” Bias: Avoiding Candidates with Multiple Short-Term Roles
- Industry-Specific Experience: Limiting Talent Based on Sector Experience
- Employment Gaps During the Pandemic: A Special Case
- Rigid Years of Experience Requirements
1. Overqualification: Turning Away Highly Skilled Candidates
Why it happens: Many human recruiters fear that an “overqualified” candidate will quickly leave for better job opportunities.
Why it’s outdated: Rejecting an applicant simply because they have more experience than required is a common misconception. Overqualified candidates can bring deep expertise, mentorship potential, and a shorter learning curve.
Alternative approach: Instead of using overqualification as a deal breaker, discuss growth potential in the job interview and explore how the role aligns with their career goals.
2. Resume Gaps: Ignoring Talent Due to Career Pauses
Why it happens: There’s a popular belief that employment gaps indicate a lack of commitment, declining skills, or professional instability.
Why it’s outdated: People take breaks for many valid reasons—parenting, caregiving, upskilling, or layoffs. In fact, the vast majority of professionals with relevant work history remain highly capable despite time away from the workforce.
Alternative approach: Instead of treating dates of employment as a knockout question, evaluate key skills and readiness to return to work.
3. Traditional Degrees: Prioritizing Credentials Over Skills
Why it happens: Many job postings still list a college degree as a strict requirement, assuming it guarantees competence.
Why it’s outdated: Today’s most in-demand professionals often acquire expertise through bootcamps, online certifications, or hands-on experience. A lack of a college degree doesn’t mean an applicant lacks transferable skills or relevant knowledge.
Alternative approach: Assess practical abilities using skills-based tests, real-world projects, or ATS-friendly resumes that highlight experience over education.
4. “Job-Hopping” Bias: Avoiding Candidates with Multiple Short-Term Roles
Why it happens: Hiring managers worry that frequent job changes indicate instability or a lack of loyalty.
Why it’s outdated: The modern workforce values adaptability and career growth. Many job applicants leave roles for better job opportunities, not because they’re unreliable. Not to mention, in an increasingly gig-friendly economy, many applicants may have simply had contracts that ended before they moved on to their next.
Alternative approach: Instead of rejecting a resume based on dates of employment, ask about career progression during the job interview.
5. Industry-Specific Experience: Limiting Talent Based on Sector Experience
Why it happens: Many assume that industry knowledge is essential for success in a role.
Why it’s outdated: Core competencies like leadership, project management, and soft skills transfer across industries. Overlooking applicants without direct sector experience can shrink your applicant pool unnecessarily.
Alternative approach: Instead of focusing on prior industry roles, look for adjacent skills and evaluate how their professional experience and key skills align with the entire job description.
6. Employment Gaps During the Pandemic: A Special Case
Why it happens: Some corporate recruiters assume that top talent should have maintained employment throughout the pandemic.
Why it’s outdated: The COVID-19 pandemic disrupted the workforce globally. Layoffs, career pivots, and time off for health or caregiving were widespread.
Alternative approach: Recognize that pandemic-related employment gaps may have led to upskilling or career shifts. Consider an applicant’s full relevant work history, not just continuous employment.
7. Rigid Years of Experience Requirements
Why it happens: Companies often set strict job requirements, assuming that more years equal better performance.
Why it’s outdated: In fast-changing fields like tech and digital marketing, someone with five years of hands-on experience may be more skilled than someone with ten years in a stagnant role.
Alternative approach: Use skills assessments and and strategic interview questions to identify applicants with the right competencies, regardless of tenure.
Is Your Applicant Tracking System Hurting Your Recruiting Efforts?
Sticking to outdated filters can significantly reduce your applicant pool and prevent job seekers from finding their dream job.
The most effective modern hiring process focuses on skills, potential, and adaptability rather than rigid traditional criteria.
If you suspect your resume scanner is filtering out too many qualified, high-skilled candidates, it’s time to update your hiring systems.
Prioritize transferable skills, experience, and problem-solving abilities over arbitrary filters like rigid degree requirements or cover letter preferences.
By refining your application process, you’ll attract and retain top talent in today’s competitive job market.
Looking to hire top-tier Tech, Digital Marketing, or Creative Talent? We can help.
Every year, Mondo helps to fill thousands of open positions nationwide.
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