Stanford Study on Applicant Tracking Systems

Memes speak louder than LinkedIn statuses about hiring realities

Companies are using applicant tracking systems (ATS) built by a handful of vendors running the same algorithm, which the Stanford study calls "algorithmic monoculture". Stanford calls it Stewie's algorithmic monoculture, which effectively screens out candidates automatically. 90% of companies use the same vendors with the same system. If you are rejected by one, it triggers a chain reaction of quiet rejection seems to be the core sentiment of the post. If one system rejects you, every company is rejecting you for a year. Meme formats are a common way to share information or insights in engaging ways. These formats often rely on recognizable characters, phrases, or visual elements to make information easier to absorb. Memes are able to make complex information about the hiring process digestible, like how Stewie Griffin makes Stanford's hiring study accessible. Family Guy is particularly adept at bringing challenging systemic issues to life. Memory and context are mapped onto visual cues, making the info more memorable.

The rise of ATS — and job seekers with meme alternatives

Job seekers are facing increasingly discouraging algorithmic landscapes. Applicant tracking systems are now mandatory for 90% of companies, leaving job applicants feeling that their resumes vanish into a void. Stanford's research indicates that the problem is even more systemic. The same vendors build these systems, and they all use similar algorithms. So, if one system rejects you, many companies reject you. Individuals are turning to memes to highlight hiring inefficiencies. These memes find the humor in a complex topic — the algorithmic monoculture — and call attention to the way job-seeking is changing. It's a trend wherein the situation has become so bleak that memes are used to cope. Memes can be a way to address the mental health impact of job-seeking. People are turning to them for catharsis, sharing their experiences, and bonding.

Rejection triggers — the algorithmic monoculture

The challenge starts with job applicants. These systems scan resumes for keywords, screen out candidates, and empty inboxes. 90% of companies use these systems, with most built by a few vendors. The algorithms are largely the same, producing what Stanford calls an "algorithmic monoculture". The video describes how the algorithmic monoculture works in hiring. Once an applicant is flagged, it's as if they are quietly rejected by thousands of companies. Their profile is marked with a low score, and that label sticks in the system for 330 days.

Six months of silence — from ATS to human interaction

Once you're deemed low scoring, the algorithmic monoculture brands you for 330 days. An applicant is flagged and then a hiring freeze is imposed. The label blocks meaningful interaction with human hiring managers. Thus, instead of being evaluated by real people, decisions are made by machines. Hiring systems are rigged in favor of automation. Once an applicant is screened out, hiring managers don't look at their resume. Consigned to a black hole, these individuals see no further action or feedback. So the algorithm continues to feed the halls of the hiring system.

Filtering out job seekers

In this meme, algorithmic monoculture points to a hidden problem. Topics like hiring practices are difficult to navigate. Memes can spread awareness by distilling complex issues into visual, shareable formats. Memes translate technical details into accessible content, making them an effective tool to spread awareness and spark discussions.

Seek systems that value humans over automation

Seek out smaller companies, start-up opportunities, or non-traditional roles. Research the ATS a company uses to navigate its requirements. Marketing experts found that they could get around it if they reached the human, no matter the vendor. Reach out from personal LinkedIn, engage meaningfully, and the network connection will add value to the resume. Use a network to find a hiring manager or skip the system. Recruiters across the board should consider humanizing the hiring process. Even if algorithmic monoculture exists, companies can prioritize human interaction. Applicants can connect directly with hiring managers, presenting their skills and stories. Humanizing the hiring process will potentially break the barrier between job seekers and employers.