School districts use applicant tracking systems (ATS) to streamline their hiring processes and efficiently manage large volumes of candidate resumes. These systems are designed to automate many aspects of the recruitment process, including the initial screening, and ranking of candidate resumes. Here’s how school districts typically use ATS to rank candidate resumes.

Resume Submission: Candidates typically submit their resumes and application materials through the school district’s online application portal. These documents are often uploaded in various formats, such as PDF, Word or plain text.

Data Extraction: The ATS software extracts relevant information from the submitted resumes, such as education history, work experience, certifications and contact details. This information is stored in a structured format within the system’s database.

Keyword Matching: ATS software allows school districts to define specific keywords and criteria they are looking for in candidates. These keywords are often related to job qualifications, skills and experience. The system scans each resume for these keywords to identify relevant matches.

Scoring and Ranking: The ATS assigns scores to each resume based on the number of keyword matches and other predefined criteria. Resumes that closely match the desired qualifications receive higher scores, while those that do not meet the criteria receive lower scores.

Filtering: School districts can set minimum score thresholds to filter out candidates who do not meet the basic requirements for the position. Resumes that fall below the threshold are often automatically rejected or moved to a separate folder for further review.

Customization: ATS systems can be customized to weigh certain criteria more heavily than others, allowing school districts to prioritize specific qualifications or skills based on their needs.

Review by Human Resources: Once the ATS has ranked and filtered the resumes, the HR team or hiring managers can review the top-ranked candidates’ resumes. They may also have access to interview scheduling tools and communication features within the ATS to streamline the interview process.

Compliance and Documentation: Many ATS systems offer compliance features to ensure that the hiring process follows legal and organizational guidelines. This includes tracking the entire recruitment process, recording interview notes and storing applicant-related documents.

Communication: ATS systems often include communication tools that allow HR professionals to correspond with candidates directly through the platform, sending automated notifications or emails at various stages of the hiring process.

Reporting and Analytics: ATS systems provide reporting and analytics features, enabling school districts to assess the effectiveness of their recruitment efforts, track diversity metrics and make data-driven decisions for improving their hiring processes.

Overall, applicant tracking systems help school districts efficiently manage their recruitment efforts, reduce administrative burdens and ensure that the most qualified candidates are considered for open positions. However, it is essential to strike a balance between automated screening and human judgment to avoid potential biases and ensure a fair hiring process.