The main purpose of an ATS (as name suggests) is to do just the tracking, some of them do parse resumes to fetch key data points while others provide an online application form where you have to fill-up the details. Keeping a standard resume (Fancy stuff is good for in person, use a straightforward one on online applications) and Filling up in-depth details on online forms really helps. In context of applicants, the job of ATS is to make scoring interviews harder.

Apart from doing the primary filtration process for the initial stages, doe ATS also gets deep into scanning cover letters, resume or tracking words that matches the job profile ? Quoting here a comment that I read on an article, “After scanning my resume and a job description for a recent application I was surprised to see a problem with word tense. I used the word “scheduled” several times in my resume while the job description included “scheduling.” ” is this specific system flawed ?

Not sure about which system it is, in my experience (competitive study of 4 large existing platforms and building one) the parsing bit is majorly used only for disqualifying candidates who don’t meet minimum requirements. Customising parsers is lengthy job and most products use pre-existing pdf parsers and look for stuff like years of experience, education etc.

Agreed. Thanks for your comments.