Recruiters Explain How They Use Applicant Tracking Systems (ATS) & How to Optimise Your CV

The hiring process has changed dramatically in the past decade. With hundreds of candidates applying for a single role, recruiters rely on applicant tracking systems (ATS) to manage applications efficiently.

These systems filter, rank, and organise CVs, helping recruiters focus only on the most relevant candidates.

But what does this mean for you as a job seeker? Does your CV risk being automatically rejected before a human even sees it? And how can you make sure your application gets noticed?

We spoke directly to recruiters to answer the most common questions about ATS and to share how you can tailor your CV to increase your chances of landing an interview.

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through the smoke and mirrors so you understand exactly what
employers and ATS systems are really looking for

What Is an Applicant Tracking System (ATS)?

An ATS is recruitment software that collects and manages CVs. It helps recruiters keep applications organised, run keyword searches, and filter out unqualified candidates.

“ATS software is primarily a way to keep applicant information organised,” explains Matt Erhard, Managing Partner of Summit Search Group. “It allows CVs to be reviewed and compared for key skills and experience, rather than flipping through folders or clunky spreadsheets.”

In practice, ATS tools also:

• Post roles to job boards and LinkedIn

• Track referrals and applications

• Rank applicants against job requirements

• Merge information from CVs, questionnaires, and LinkedIn profiles

This automation saves recruiters hours of time — but it also means you need to be strategic about how you present your CV.

How Recruiters Use ATS to Filter CVs

Recruiters input specific criteria — such as job title, skills, or location — and the ATS quickly generates a shortlist.

Chris Reed, Head of Business Development at Protect Line, explains:

“Candidates are screened for tenure in previous roles, relevant experience, geographical location, and supporting comments.”

For technical roles, filters often include coding languages, degree titles, or certifications.

Melissa Davis, CEO of Elev8 Hire Solutions, adds:

“We are looking to match the job title and technologies used to perform the job. Then we’ll look at the location of the candidate.”

The takeaway? Your CV needs to mirror the language of the job description. Otherwise, you risk being filtered out before a recruiter ever reviews your application.

How Many Candidates Get Eliminated by ATS?

Recruiters agree: the majority of applications never make it to a human review.

• Reed estimates that “up to 85% of applications can be filtered out by the initial search.”

• Davis notes that “80–90% of candidates should be filtered out by search alone.”

That said, smaller companies or those hiring for senior roles may review more CVs manually. Erhard explains:

“I review every CV that enters the system, but roughly 50–60% of applicants that are potentially qualified rank high enough to get my attention.”

How to Optimise Your CV for ATS

Keep Formatting Simple

ATS systems struggle with complex layouts. To avoid rejection:

• Use a clean, single-column format

• Avoid tables, images, graphics, or unusual fonts

• Include your contact details at the top

• Submit your CV as a Word document (.docx) or simple PDF

“AI doesn’t care about creativity and presentation,” says Davis. “It only cares about information.”

Tailor Content to Each Role

Recruiters recommend aligning your CV with the exact keywords used in the job description.

• Mirror the job title where possible

• List both acronyms and full versions of qualifications (e.g., “MBA” and “Master of Business Administration”)

• Highlight transferable skills if you’re changing industries

• Use bullet points to showcase achievements clearly

Even if your background isn’t a perfect match, you’ll stand a stronger chance of being shortlisted if your CV reflects the language recruiters are searching for.

How AI in Recruitment Is Evolving

AI recruiting tools are becoming more sophisticated — moving beyond keyword searches to reduce bias and highlight transferable skills.

For example:

• Transformify asks candidates to select their top 15 skills, discouraging keyword stuffing and focusing on transferable strengths.

• Skeeled uses algorithms designed to review applications objectively, avoiding bias and ensuring every applicant is assessed with the same “set of eyes.”

But while AI is powerful, recruiters stress that it cannot replace human judgment.

“The ATS is looking for keywords and may miss out on valuable experiences,” warns Chris Gardner, CEO of Artemis Consultants. “The human element is at the heart of job-seeking – and recruiting.”

Key Takeaways

• Most CVs don’t reach a recruiter: ATS filters out 70–90% of applicants.

• Simple formatting is essential: Avoid graphics, tables, and fancy designs.

• Keywords matter: Use exact phrases from the job description.

• AI is evolving: Tools are improving but still can’t replace human connection.

While ATS optimisation is critical, the most effective way to get hired remains building relationships and securing referrals. Technology may control the first step — but people make the final decision.

To find out more, visit our website www.cvpilots.co.uk If you have any further questions, you can either book a consultation call with one of our team, or get in touch via email on team@cvpilots.co.uk