An applicant tracking system, or ATS, is a software application that helps organisations manage their recruitment workflows. Just as a customer relationship management (CRM) system helps companies track and optimize their interactions with customers, an ATS does the same with candidates. But it’s flawed, and it doesn’t work. Here’s why: +++Add proof Here+++ You don’t need to be a tech expert to understand that the logic inherent in the software is flawed. Candidates see it all the time. I see it. In fact, according to TOP CV recently, the raw data from CV tells this story: ”Bob Thompson’s experience appears to be concentrated in Legal / Corporate, with exposure to Finance / Financial Planning & Analysis. Bob Thompson has 24 years of work experience, with 23 years of management experience, including a mid-level position.” It’s utter nonsense, even when you consider the tenuous link that in many instances Procurement as an organisation sits under the CFO/Finance arm. I guarantee, there’s nothing on my CV that points to Financial Planning and Analysis. Does this mean that ATS systems will be replaced, or do we continue this charade, causing unknown pain, waste, and inefficiency in the market? It’s time for business leaders to wake up and smell the coffee, given the entire recruitment process is a joke, and it needs sorting now.