Use AI to Find the Right Candidate, Not the Perfect CV – A Call for Change on Behalf of Job Seekers

The growing reliance on Applicant Tracking Systems (ATS) in today’s hiring processes is causing frustration and uncertainty for many job seekers. These platforms, often powered by AI, are designed to streamline hiring, but in many cases, they’re failing to identify the right candidates. Instead, they’re screening applicants based on the “perfect CV”—a resume that perfectly matches job descriptions, often ignoring valuable experience, transferable skills, and cultural fit. As a result, countless job seekers are left wondering why they’re rejected despite having the relevant experience and competencies.

This problem is especially pronounced for candidates who may have gaps in their employment or whose experience doesn’t match traditional job titles or terminology. Despite having the skills and potential to succeed, they often find themselves overlooked by AI-driven systems that prioritize perfection over potential. The impact is deep and far-reaching: candidates are left feeling undervalued, frustrated, and disconnected from a process that should be empowering them to find meaningful work.

At NUB Coaching, we are advocating for a shift in how ATS platforms function. We believe AI should be used to identify the right candidates—not the perfect CV. It’s time for a change that will make hiring processes more equitable, respectful, and inclusive. Here’s how we think ATS platforms should evolve:

1. Focus on Skills and Competencies, Not Just Keywords

AI should be designed to assess a candidate’s experience, skills, and competencies in a holistic way. It should look for transferable skills and real-world experience that demonstrate the potential for success, even if that potential isn’t captured in a specific job title or set of keywords. The right candidate may not have a perfect match in the CV, but they may possess valuable, adaptable skills that make them an ideal fit for the role.

2. Recognize and Address Career Gaps

Many job seekers face challenges like career gaps due to unforeseen circumstances, health issues, or personal matters. ATS platforms should allow candidates the opportunity to explain these gaps. Recognizing the resilience and determination it takes to overcome these challenges is crucial in assessing a candidate’s overall suitability, and these gaps should not be seen as a negative reflection on a person’s potential.

3. Create a Fairer Screening Process

By using AI to filter candidates more equitably, ATS systems can ensure they are not inadvertently excluding qualified individuals. Instead of focusing on keyword matches or rigid job titles, AI should evaluate the experience and skills that truly matter for the role. This would allow candidates to be assessed more fairly, based on their true potential rather than how perfectly they match a predetermined set of criteria.

4. Provide Transparency and Constructive Feedback

One of the most frustrating aspects of ATS systems is the lack of transparency. Rejection emails are often automated, leaving candidates in the dark about why they were overlooked. ATS platforms should use AI to provide constructive feedback, pointing out areas where a candidate’s experience may fall short and allowing them the opportunity to provide additional context or challenge assumptions. This would give candidates a chance to engage with the process and improve their future applications.

5. Align ATS Practices with DEI Policies

Companies should hold ATS providers accountable, ensuring their systems are aligned with Diversity, Equity, and Inclusion (DEI) policies. Screening methods that focus on keywords and job titles may inadvertently exclude diverse candidates, or those with non-linear career paths. By pressuring ATS platforms to make changes that align with DEI values, companies can create a hiring process that is truly inclusive, allowing a more diverse talent pool to shine.

6. Improve the Candidate Experience

Job seekers should not feel discarded after an application or interview. Companies need to foster a hiring process that shows respect for candidates, especially considering the vulnerability and emotional toll of job hunting. Candidates should feel heard, valued, and supported, not just as a potential hire but as individuals navigating a challenging process.

Conclusion: Reimagining the Role of AI in Hiring

At its core, the use of AI in hiring should be about finding the right candidate—not just the one with the perfect CV. ATS platforms must evolve to be more empathetic, equitable, and transparent. By making these changes, companies can better identify the best candidates for the role while ensuring that all applicants are treated with respect, dignity, and fairness.

As job seekers continue to face challenges in a tough job market, it’s essential for companies to take action, ensuring their hiring practices are in line with their values. It’s time to demand more from ATS providers and take a stand for better candidate experiences—because the right candidate is not defined by the perfect CV.

At NUB Coaching, we believe it’s time to shift the focus from perfection to potential, and we’ll continue to advocate for a more inclusive, respectful, and fair hiring process for all job seekers.