The growing adoption of digital technologies in recruitment has significantly transformed candidate screening processes. One of the most widely used tools is the Applicant Tracking System (ATS), which automates resume screening and improves efficiency. This study aims to examine the role of ATS in recruitment and compare its effectiveness with human decision-making. A descriptive research design was used, and primary data was collected through a structured questionnaire from 30 respondents. The study analyzes key factors such as efficiency, accuracy, bias, and overall effectiveness in candidate screening. The findings indicate that ATS improves speed and consistency in handling large volumes of applications, while human decision-making is more effective in evaluating qualitative aspects such as communication skills and cultural fit. However, ATS may overlook suitable candidates due to keyword-based filtering, and human judgment may introduce bias. The study concludes that a hybrid approach combining ATS and human evaluation leads to more effective recruitment outcomes.

Keywords-

Applicant Tracking System (ATS); Recruitment; Human Decision-Making; Candidate Screening; E-Recruitment; HR Technology