Custom ATS workflows can better identify transferable and non-traditional skills by expanding keyword libraries, integrating skill taxonomies, weighting scoring for unconventional experience, parsing overlooked resume sections, using AI context analysis, flagging alternative education, and triggering human review.
In What Ways Can ATS Workflows Be Customized to Recognize Transferable and Non-Traditional Skills?
AdminCustom ATS workflows can better identify transferable and non-traditional skills by expanding keyword libraries, integrating skill taxonomies, weighting scoring for unconventional experience, parsing overlooked resume sections, using AI context analysis, flagging alternative education, and triggering human review.
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Utilizing Custom Keywords Libraries
ATS workflows can be optimized by expanding the keyword libraries to include terms relevant to transferable and non-traditional skills, such as “problem-solving,” “cross-functional collaboration,” or “self-taught.” By collaborating with hiring managers and industry experts, recruiters can continually update and customize these libraries to align with evolving workforce requirements, ensuring the system scans for abilities beyond traditional job titles and degrees.
Implementing Skill Taxonomies and Ontologies
Customizing ATS workflows by integrating comprehensive skill taxonomies and ontologies enables better recognition of transferable skills. This approach encourages the mapping of alternative phrasing and experience descriptions (e.g., project management in volunteer work) to standardized competencies that the system can accurately detect and rank.
Configuring Weighted Scoring Rules
ATS platforms often allow for the adjustment of scoring mechanisms. Recruiters can customize workflows to assign greater weight to competencies categorized as transferable (like leadership or adaptability), even when demonstrated through unconventional experience. This ensures candidates with non-traditional backgrounds are not automatically deprioritized.
Parsing Non-Traditional Experience Fields
Custom ATS workflows can be designed to parse resume sections that are typically overlooked, such as “Projects,” “Volunteer Experience,” or “Certifications.” By treating these sections as sources of valuable skills—not just supplemental materials—the system surfaces candidates whose background may not follow the typical career ladder but nonetheless possess desired capabilities.
Custom Resume Templates and Application Forms
By designing application forms and resume templates that specifically ask candidates to describe transferable and non-traditional skills, organizations can guide applicants to highlight this information. The ATS workflow then flags or draws special attention to these sections during the review process.
Incorporating AI-Powered Context Analysis
Modern ATS systems can integrate AI modules that analyze the context of an applicant’s experience, rather than relying solely on keyword matches. Custom workflows can be set to highlight achievements or skills from unique settings (such as self-employment or community leadership) by interpreting narrative elements in the application.
Automated Flagging for Non-Traditional Education
Custom workflows can be programmed to flag candidates with alternative educational backgrounds (bootcamps, online courses, military training, etc.) and parse details related to competencies earned outside the traditional academic system, ensuring they are given due consideration in screenings.
Role-Specific Transferable Skill Matrices
ATS workflows can include matrices that map non-traditional experience types to specific skill requirements for each role. For example, customer service experience might be mapped to communication skills, regardless of industry, which the workflow then recognizes and scores positively.
Enhanced Boolean and Search Query Training
Customization can extend to enhanced Boolean queries or search logic in the ATS, tailored to surface resumes with non-traditional terminology for in-demand skills (e.g., “freelance,” “side project,” “peer mentor”). Recruiters can periodically update these queries to match evolving job market language.
Workflow Triggers for Human Review
Recognizing the limitations of automated systems, ATS workflows can be customized to automatically route resumes with unconventional backgrounds (such as significant career changes or gaps) to human reviewers. This ensures potentially strong candidates with non-standard profiles receive a manual assessment for transferable skills and experience.
What else to take into account
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