As a former HR manager used to reviewing scores of applications the old-fashioned way, I rarely failed to at least acknowledge an application with a “got your resume and we’ll get back to you” email. Once the decision was made, I emailed the losing applicants and let them know we chose someone else.

Now, with the widespread use of applicant tracking systems, I’m lucky if I even get a rejection email from 5% of my applications. In the ATS black hole, no one can hear you scream.

Many employers using ATS are missing out on the best talent, because highly qualified individuals aren’t going to play that game. It says a lot about a company if they don’t choose to take a more active role in evaluating talent, and don’t treat applicants with respect. The best candidates will network themselves into a better company.

Perhaps someday lazy organizations will realize that hiring decisions are the most critical choices a company makes.

Last month, after a few frustrating months trying to find a job with no response, I hired a career coach to help me update my resume, cover letter and my focus. So far, this month, based on selectively choosing jobs and companies that appeal to me, and tailoring my letter, resume and approach to suit each one, I am getting a 100% response rate with phone calls, interest AND interviews…. Last month I had zero. I am still waiting on an offer, and it is possible that at least 1, if not 3 offers may come my way this week…it’s certainly helped my confidence and optimism, and hopefully, soon my ideal job will land… it’s just a matter of days now.
Good luck.

As a hiring manager at a small business, if it isn’t clear that you read the want ad from your cover letter, you are automatically out of the running. You must say something distinctly related to the company, our business, and the want ad.