A new study by Enhancv, based on interviews with 25 U.S. recruiters, has decisively debunked the viral claim that Applicant Tracking Systems (ATS) automatically reject the majority of resumes. The findings reveal a critical truth for Talent Acquisition (TA) leaders: the real bottleneck in hiring is human capacity and application volume, not flawed AI.
Contrary to popular social media claims, 92% of recruiters report their systems do not auto-reject based on resume content, formatting, or design. Instead, the problem is simple math: a recruiter cannot manually review thousands of applications for a single role.
The Operational Reality of the ATS
The study confirms that modern ATS platforms are primarily used as organizational tools, not automated eliminators, shifting the focus back to human decision-making:
1. Auto-Rejection Is Rare
Only 8% (2 out of 25 recruiters) use content-based auto-rejection (e.g., matching thresholds below 75%). Even in these high-volume cases (using systems like Bullhorn and BambooHR), the settings are explicitly configured by humans.
2. AI Scores Are Often Ignored
Despite AI matching capabilities in systems like Lever and Greenhouse, 56% of recruiters either turn off or disregard AI match scores. Another 36% use the scores only as a guide, requiring mandatory human verification. This highlights recruiter skepticism toward current AI scoring efficacy.
3. Knockout Questions Are the Real Filters
All 100% of recruiters use simple yes/no eligibility filters (known as “knockout questions”) to ensure compliance with basic requirements like work authorization, required licenses, or location. These are the immediate hurdles, but they rarely involve analyzing the resume itself.
The True Bottleneck: Volume and Timing
Recruiter burnout and sheer volume are the actual causes behind why qualified candidates go unseen:
- Overwhelming Volume: Entry-level roles draw 400–600 applicants, while customer service and tech positions often receive 1,000–2,000 applications in days.
- Recruiter Strategy: Recruiters review applications in order or in batches. 52% confirmed that early applications significantly improve a candidate’s chances because postings are often paused once a screening threshold is met, leaving late submissions unreviewed.
As one recruiter noted: “The ATS isn’t rejecting you, it’s the pile of 2,000 applications that’s the problem.”
Actionable Insights for TA Leaders
The findings challenge TA leaders to correct external narratives and optimize internal processes:
- Correct the Myth: HR must proactively communicate that their ATS serves to organize talent for human review, counteracting misleading information spread on social media (cited by 68% of recruiters as the source of the myth).
- Prioritize Clarity Over Design: Recruiters strongly prioritize resumes that are clear, skimmable (92%), and feature relevant skills/experience (88%). Overly complex or “ATS-proof” designs are often seen as a turn-off.
- Optimize Intake: The speed of application review suggests TA teams need to refine screening and interview processes to move faster, ensuring early applicants are processed efficiently before the application volume becomes insurmountable.
Ultimately, the study confirms that the ATS is a tool that assists, but the key to successful high-volume hiring remains supporting and empowering the human recruiter.