Outdated ATM (Applicant Tracking Systems) is a serious hurdle for applicants

I work with AI tools already quite a while. ChatGPT, Claude and Perplexity are my regular companions, who support me to be able to optimize my workflow and my results. My intelligent team, so to say 🙂 Futhermore, I uses other AI tools like Firefly (Phtoshop), Copilot, AI for Miro, Atlassian (Atlassian Intelligence).

My ChatGPT 4.0 & o1 are able to work with tables, images and other document formats. ChatGPT was able to create an ATS (Applicant Tracking System) based on my CV created with tables (I use PPT in letter format. This approach allows more creatvitiy, flexibility and more convenience. I love K.I.S.S (Keep It Stupid Simpl). Like I once heard, during an AI workshop “be lazy, but effective” 🙂

When I started to learn about the topic ATS and the rules which need to be followed (obeyed?) to be accepted by the System (which is AI), I learned about the extreme restirctions. No table layouts, no graphics, no semantic headers (H1, H2, H3) and graphics/photos are not recognized.

Considered the fact, that I am familiar with AI tools and aware about their capabilities, I was wondering why proefssional software, which is used in companies for such a precarious goal.

I once heard, that the software, which is used in HR departments, is extremely outdated. To find out more about this, I asked Perplexity.ai.

Here’s the Chat:

Me: Is it true, that ATS software is often outdated.? I often wonder, why AI agents like ChstGPT and Claude have not capabilities like being able to work with table layouts and graphics

Perplexity: Yes, it is true that ATS (Applicant Tracking System) software is often outdated. Many organizations are still using legacy ATS systems that have significant limitations and drawbacks in today’s fast-paced recruitment landscape.

Common issues with outdated ATS software include:

1. Slow performance and inefficient processing of applications
2. Limited functionality, especially in reporting and analytics
3. Poor integration capabilities with modern HR tools
4. Subpar candidate experience and user interface
5. Lack of mobile optimization
6. Inadequate security measures
7. Inability to handle high volumes of applications effectively

Regarding AI agents like ChatGPT and Claude, their capabilities are primarily focused on natural language processing and generation. They are not designed to directly work with table layouts or graphics. These AI models are trained on text data and excel at understanding and generating human-like text responses. The ability to process and manipulate visual elements like tables and graphics requires different types of AI models and technologies, which are separate from the language models used in conversational AI agents.

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Me: How does an outdated ATS impact the candidate experience?

Perplexity: An outdated ATS (Applicant Tracking System) can significantly impact the candidate experience in several negative ways:

1. Poor user interface: Outdated ATS platforms often have clunky, unintuitive interfaces that make the application process frustrating and time-consuming for candidates[3].

2. Complicated application process: Legacy systems may require candidates to navigate through multiple pages or input redundant information, leading to a less-than-ideal experience for job seekers[2].

3. Lack of mobile optimization: As the world becomes increasingly mobile-centric, an ATS that isn’t optimized for mobile devices can impede access and usability for candidates applying on-the-go[2].

4. Slow processing and response times: Older ATS platforms can be sluggish, resulting in delayed responses to applicants and potentially causing qualified candidates to lose interest or pursue other opportunities[2][3].

5. Limited communication features: Outdated systems often lack modern communication tools, leading to poor or infrequent updates on application status, which can leave candidates feeling uninformed and undervalued[4].

6. Inefficient candidate management: Legacy ATS may struggle with handling large volumes of applications, potentially causing qualified candidates to be overlooked or their applications to be mismanaged[3].

7. Lack of personalization: Older systems typically offer limited customization options, making it difficult to tailor the application experience to specific roles or company culture[1].

By negatively impacting these aspects of the hiring process, an outdated ATS can deter top talent, damage the company’s employer brand, and ultimately hinder the organization’s ability to attract and retain the best candidates[3][4].

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