In my older LinkedIn posts, I wrote strongly about one core issue: trust in hiring. A resume can be optimized for keywords, but that does not always represent real ability. At the same time, great candidates can be filtered out too early by rigid systems.
I still believe ATS tools are useful. They make screening faster, especially when volumes are high. But the best process combines technology with thoughtful human review.
Soft skills, context, attitude, and learning potential matter. If we only scan for exact terms, we can miss people who can actually perform in the role. This is one reason I prefer practical interviews and realistic assessments.
The lesson is simple: speed is good, quality is better. Recruitment works best when systems support judgment, not replace it.