Job-search glossary

Resume, ATS & interview terms — explained simply

Clear, no-jargon definitions of the words that decide whether your resume gets read. Bookmark it — and check your own resume against the ATS rubric free.

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ATSATS scoreResume keywordsKeyword stuffingResume parsingSTAR methodBehavioral interviewResume vs CVReverse-chronological resumeResume summaryCover letterJob description

ATS

ATS (Applicant Tracking System)

Software employers use to collect, scan, rank, and filter job applications before a human reviews them.

An Applicant Tracking System (ATS) is software that employers use to manage job applications. It parses each resume into structured data, scans for keywords from the job description, and ranks or filters candidates so recruiters review a shortlist. Common systems include Greenhouse, Workday, Lever, Taleo, and iCIMS. Resumes with complex layouts, tables, or graphics often parse poorly and get filtered out.

ATS score

A rating (often out of 100) estimating how well a resume will be parsed and matched by an applicant tracking system.

An ATS score estimates how readable and relevant a resume is to an applicant tracking system, usually on a 0–100 scale. It typically weighs content quality, keyword match to the job description, formatting/parseability, and skills. Most unoptimized resumes score in the 55–68 range; 85+ is considered recruiter-grade and is associated with markedly more interview callbacks.

Resume keywords

The skills, tools, and role-specific terms an ATS and recruiter look for, drawn from the job description.

Resume keywords are the specific skills, tools, certifications, and role terms that recruiters and ATS software screen for — taken directly from the job description. Weaving them naturally into your bullet points (not stuffing them) raises your keyword-match score. Missing even a few required terms can drop a resume below the shortlist threshold.

Keyword stuffing

Overloading a resume with keywords unnaturally; modern ATS and recruiters penalize or ignore it.

Keyword stuffing is cramming a resume with keywords — repeating them, hiding white text, or listing terms out of context — to game an ATS. Modern systems and recruiters detect and discount it, and it makes the resume read poorly to humans. The effective approach is to integrate relevant keywords into genuine, quantified accomplishments.

Resume parsing

How an ATS converts a resume file into structured fields like name, experience, skills, and education.

Resume parsing is the process an ATS uses to read a resume file and extract structured data — contact details, work history, skills, education — into database fields. Tables, columns, text boxes, headers/footers, and images frequently break parsing, causing information to be lost or misread. Clean, single-column layouts with standard headings parse most reliably.

Resume

Resume vs CV

In the US/Canada a resume is a 1–2 page targeted summary; in the UK/Europe/India 'CV' is the standard term for the same document.

In the United States and Canada, a 'resume' is a concise, targeted 1–2 page summary, while a 'CV' (curriculum vitae) is a long, comprehensive academic document. In the UK, Ireland, Europe, India, and much of the world, 'CV' simply means the standard job-application document equivalent to a US resume. The right format depends on the country and role you're applying to.

Reverse-chronological resume

The standard, most ATS-friendly resume format, listing experience newest-first.

A reverse-chronological resume lists work experience from most recent to oldest. It's the format recruiters expect and the one ATS software parses most reliably, because the timeline and current role are immediately clear. It suits most candidates; functional (skills-only) formats are generally discouraged because they obscure history and parse poorly.

Resume summary

A short opening paragraph stating your role, experience, and biggest measurable strengths.

A resume summary is a 2–4 line section at the top that states your professional identity, years of experience, and your most relevant, quantified strengths for the target role. A strong summary leads with a measurable outcome rather than generic adjectives. It's the first thing a recruiter reads, so it should be tailored to each job.

Interview

STAR method

An interview-answer framework: Situation, Task, Action, Result.

The STAR method is a structure for answering behavioral interview questions: describe the Situation, the Task you were responsible for, the Action you took, and the Result you achieved. It keeps answers concise and evidence-based, and quantifying the Result (e.g., 'cut processing time 30%') makes responses far stronger. Interviewers use it to assess real, specific experience.

Behavioral interview

An interview format that asks how you handled past situations to predict future performance.

A behavioral interview asks candidates to describe how they handled real past situations ('Tell me about a time you…') on the premise that past behavior predicts future performance. Answers are best delivered with the STAR method. Preparing 6–8 quantified stories covering leadership, conflict, failure, and impact covers most questions.

Job search

Cover letter

A short letter accompanying a resume that connects your experience to a specific role.

A cover letter is a brief (around 150–300 word) document that accompanies a resume and explains why you're a fit for a specific role and company. The strongest cover letters open with a hook, tie 1–2 concrete achievements to the job's needs, and avoid repeating the resume verbatim. Many roles still expect one, especially for non-technical and senior positions.

Job description (JD)

The employer's posting listing the role's responsibilities, requirements, and the keywords to mirror.

A job description (JD) is the employer's posting detailing a role's responsibilities, required skills, and qualifications. It's the single best source of the keywords an ATS and recruiter screen for, so tailoring your resume to mirror its language (truthfully) raises your match score. Reading the JD closely also surfaces the competencies an interview will likely probe.

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