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<title>Online ATS scoring tools</title>
<link>https://members.parwcc.com/forums/posts.aspx?topic=1790421</link>
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<lastBuildDate>Fri, 26 Jun 2026 22:33:12 GMT</lastBuildDate>
<pubDate>Fri, 6 Sep 2024 20:03:06 GMT</pubDate>
<copyright>Copyright &#xA9; 2024 Professional Association of Resume Writers and Career Coaches</copyright>
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<title>Online ATS scoring tools</title>
<link>https://members.parwcc.com/forums/posts.aspx?topic=1790421</link>
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<description><![CDATA[What do you think of online tools that will evaluate a resume based on a specific set of standards such as the length of bullet points, clarity, action verbs, passive voice, and so on. Usually, those tools will give the resume a score over 100 that is claimed to indicate how successful it will be with an ATS.

I dont believe that the score of a resume would get, is a real indicator of how it will perform when applying to different jobs. 

Coming from a technical background, I know that different types of ATS, different algorithms that ATS use, different data that ATS are trained with, aan all affect the score of a resume and the way its content is being perceived by ATS. 

This gives the keywords a high level of important in determining the results instead of relying solely on metrics like the number of works in the bullet points. 

So even if you get a 100/100 score this doesnt guarantee that your resume will have a high score if you are not tailoring it to the specific keywords in the job description.

What do you think about this? Does anyone have a different pov or experience with these tools?
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<pubDate>Sat, 31 Aug 2024 18:50:24 GMT</pubDate>
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<link>https://members.parwcc.com/forums/posts.aspx?topic=1791060</link>
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<description><![CDATA[At the end of the day, a person makes the ultimate decision to call the candidate for an interview. Recruiters don't typically trust all of the tools, screening, and rankings they get. We all know that there are variables. I write the cleanest resume that I can write for ATS parsing, the recruiter, and the hiring manager.  Each is a different assignment and needs to be addressed in the resume. If you have been in tech, you know that for every system, every implementation is different, and every company's employee utilization of the tools varies. No company maps recruiting data the same way, even in the big systems. If we worry more about the tech and less about the people, then there are other issues with getting our clients seen. I suggest you follow someone like Amy Miller on LinkedIn. She is a recruiter with Amazon and talks a lot about the ATS and what it does and does not do. Plus, she is funny and always a great read. ]]></description>
<pubDate>Fri, 6 Sep 2024 21:03:06 GMT</pubDate>
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