Key Takeaways

  • 75% of U.S. employers use automated applicant tracking systems to screen resumes before a human reviews them (Harvard Business School & Accenture, 2021)
  • The most common ATS failures are missing keywords, incompatible formatting, and incorrect file types
  • ResumeGeni scores your resume across 8 parsing layers — modeled on the same steps enterprise ATS platforms like Workday, Greenhouse, and Taleo use to evaluate candidates

How ATS Resume Scoring Works

Applicant tracking systems parse your resume into structured data — extracting your name, contact info, work history, skills, and education — then score how well that data matches the job requirements. Many ATS rejections happen because the parser couldn't extract critical fields, not because the candidate wasn't qualified.

LayerWhat It ChecksWhy It Matters
Document extractionFile format, encoding, readabilityCorrupted or image-only PDFs fail immediately
Layout analysisTables, columns, headers, footersMulti-column layouts break field extraction
Section detectionExperience, education, skills headingsNon-standard headings cause sections to be missed
Field mappingName, email, phone, dates, titlesMissing contact info is a common cause of immediate rejection
Keyword matchingJob-specific terms, skills, certificationsKeyword overlap affects recruiter search visibility and ATS scoring
Chronology checkDate ordering, gap detectionReverse-chronological order is expected by most ATS
QuantificationMetrics, numbers, measurable outcomesQuantified achievements help human reviewers and some scoring models
Confidence scoringOverall parse quality and completenessLow-confidence parses get deprioritized in results

Frequently Asked Questions

Is ResumeGeni free?
Yes. ResumeGeni is currently in beta — ATS analysis, scoring, and initial improvement suggestions are free with no signup required. Full guidance and saved reports may require a free account.
What file formats are supported?
PDF, DOCX, DOC, TXT, RTF, ODT, and Apple Pages. PDF and DOCX are recommended for best ATS compatibility.
How is the ATS score calculated?
Your resume is processed through an 8-layer parsing pipeline that extracts structured data the same way enterprise ATS platforms do. The score reflects how completely and accurately your resume can be parsed, plus how well your content matches common ATS ranking criteria.
Can ATS read PDF resumes?
Yes, but not all PDFs are equal. Text-based PDFs parse well. Image-only PDFs (scanned documents) and PDFs with complex tables or multi-column layouts often fail ATS parsing. Our analyzer will flag these issues.
How do I improve my ATS score?
Focus on three areas: use a clean single-column format, include keywords from the job description naturally in your experience bullets, and ensure all sections (contact, experience, education, skills) use standard headings.

ATS Guides & Resources

Built by engineers with 12 years of experience building enterprise hiring technology at ZipRecruiter. Last updated .

Sheriff Deputy

Buncombecounty · Asheville, NC

This job posting expires at 11:59PM on September 08, 9999. No applications can be submitted after 11:59PM on September 08, 9999.

Job Title:  Sheriff Deputy

Department: Sheriff

External Hiring Range: $21.86 - $29.53

Posted Internally and Externally

The Buncombe County Sheriff’s Office is seeking Sworn Deputies who have completed BLET to fill various division positions.
 

Candidates will be considered for all available positions in the following BCSO Divisions: 

  • Patrol Road Squads

  • DWI Task Force

  • Animal Control

  • School Resource Officers

  • Court Enforcement

  • Special Units
     

Offers will be based on Buncombe County Sheriff Department business needs and candidate experience.
 

Purpose of the position:

This position is responsible for performing specialized law enforcement work as a uniformed patrol deputy to protect lives, property and rights of citizens of the county.

Minimum Education, Training and/or Experience:

High School diploma or equivalent and completion of NC BLET Course; Must be 21 years of age.

Additional Training and Experience: None

License or Certification Required by Statute or Regulation:

Certification as a law enforcement officer in accordance with the North Carolina Sheriffs' Training and Standards Commission, BLET Certified. Possession of a valid driver’s license issued by the State of North Carolina.

Essential Functions of the position:

  • Patrol assigned area of the County; inspect troublesome areas and check security of business establishments; answer complaint calls and assist in investigating crimes and disturbances; interview witnesses; gather evidence; interrogate suspects and makes arrests; prepare investigation reports.

  • Locate designated parties to serve legal papers such as summons, warrants, capiases, commitment papers, and special court orders; make arrests when necessary.

  • Appear in court as a witness to give testimony.

  • Cooperate with law enforcement officers of other governmental units in making investigations and arrest.

  • Assist with community outreach.

  • Perform other related duties as assigned.

Knowledge, Skills, Abilities:

  • Knowledge of modern law enforcement practices and procedures

  • Knowledge of federal, state, and local laws pertaining to law enforcement work

  • Knowledge of the locations of streets, roads, highways and the geography and socioeconomic characteristics of the county

  • Knowledge of the content and purpose of legal papers and the practices involved in serving them

  • Some knowledge of the standard practices, materials, techniques, and equipment associated with the Patrol Division

  • Skill in the use of firearms and other law enforcement equipment

  • Ability to exercise sound judgment in emergency and routine situations and to adopt quick, effective and reasonable courses of action

  • Ability to apply interpretation of laws to specific situations

  • Ability to prepare clear and concise reports

  • Ability to present court testimony effectively

  • Ability to establish and maintain effective working relationships as necessitated by work assignments.

In order to uphold internal pay parity and equity, salaries are non-negotiable for new and current Buncombe County employees. All new employees are paid according to their years of relevant education and experience above minimum requirements for the position and employees have the opportunity to obtain pay increases via cost of living increases and promotions.

Buncombe County Government realizes the importance of a diverse professional workforce and the need to foster a responsive and innovative organizational culture, one that fully engages all of our employees, honoring and building on each employee's unique experiences, opinions, and perspective.

It is the policy of Buncombe County to provide equal employment opportunities (EEO) to all persons regardless of race, natural hair or hairstyles, ethnicity, creed, color, sex, sexual orientation, gender identity or expression, national origin or ancestry, marital or familial status, pregnancy, veteran status, religious belief or non-belief, age, or disability or any other legally protected class under federal or NC State law. EEO practices and employment decisions regarding recruitment, hiring, assignment, promotion and compensation shall not be based on any of these protected classes. In addition, the County expressly prohibits any form of workplace harassment or discrimination.

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