What do employers think about ATS Keywords and task lists? Applicant Tracking Systems (ATS) are used by recruiting software to quickly evaluate CVs. The job market has rsponsded by entering long lists of these words in the CV. Contrary to popular opinion, this devalues communication and wastes time. Your CV is expensive real estate, so treat it like beachfront property.
Why Bullet‑point Task Lists and ATS Keywords Fall Short
1. Tasks don’t show results
As noted in the video, many CVs devote one‑fifth or more of their real estate to “lists of tasks,” offering no evidence of real delivery. Employers end up asking fundamental questions like, “What did you actually achieve?”
2. Keywords ≠ impact
The prevalent practice of inserting industry-specific keywords to “beat the ATS” often leaves human readers unimpressed. ATS may register the terms, but hiring teams still wind up asking basic questions to understand a candidate’s performance.
3. Formatting never replaces substance
Cramming in keywords or tasks may satisfy algorithmic filters temporarily but modern ATS systems evaluate contextual relevance and coherence alongside keywords. A human reviewer reads a CV for tangible value—not repeating buzzwords.
Why Performance Metrics Should Be the Baseline
✅ Demonstrates measurable impact
Metrics give recruiters a clearer understanding of your contributions. A bullet like “increased client retention by 37% over 6 months” immediately communicates value Teal. Contrast that with bland task lists such as “managed client accounts”—the difference is stark.
✅ Builds credibility and confidence
Quantified results show data-based achievements, not self‑reporting with vague claims. Recruiters know you’ve tracked and reflected on your work, strengthening trust in what you say Jobscan+12Teal+12Resume Worded+12.
✅ Sets you apart in a short review window
Hiring managers spend mere seconds reviewing each CV. Metrics help your accomplishments stick in their memory. Without them, your CV easily blends in Resume WordedIndeed.
✅ Supports both ATS and recruiters
Well-placed keywords matter—but they’re far more effective when embedded in stories of real contribution. Combining a results-oriented narrative with relevant keywords ensures your application stands up both to screening tools and to human reviewers Jobscan+8The Interview Guys+8jobsolv.com+8.
A Reddit Hiring Perspective
A redditor who had hiring experience explained the issue bluntly:
“I’ve been saying this forever. When I was in hiring roles, I wouldn’t give these types of statements any weight whatsoever; there’s no way to verify any of it.” LinkedIn+6Reddit+6Jobscan+6
And elsewhere:
“They are important to sell the impact that your work had … If you can’t identify an impact of your work, why would anyone hire you?” Reddit
These insights reinforce that even metrics need to be credible and verifiable—a solid reminder to be honest and precise.
Key Takeaways for Your CV
- Cut down on task lists. Use tasks only where they help explain context—but don’t rely on them to show performance.
- Replace duties with outcomes. Every bullet should, where possible, answer: What did I deliver? How did that make a difference?
- Quantify accurately. Use real data—percentage change, volume, cost savings, client growth, timelines. If precise data isn’t available, estimate within reason but clarify it’s an approximation.
- Tailor keywords naturally. Mirror language from the job ad—but embed it in achievement statements, not hidden “keyword dumps.”
Example: Before → After
- TASK LIST FOCUSED
Managed client onboarding onboarding processCoordinated communication between departmentsHandled client queries and schedules
- PERFORMANCE METRICS FOCUSED
Reduced client onboarding time by 40%, trimming average setup duration from 10 to 6 daysImproved client satisfaction score by 12 points through streamlined departmental communicationResolved 90% of client service queries within 24 hours, boosting retention by 15%
By shifting the focus from what you did to what you achieved, your CV becomes a performance proof document—not just a record of responsibilities. That’s what recruiters and hiring managers want to see.
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