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Chinese

ATS Optimization

ATS优化

Analyze a resume for applicant tracking system compatibility: keyword coverage, format parsing, and scoring potential. Optionally match against a specific job description.
分析简历的申请人跟踪系统（ATS）兼容性：关键词覆盖情况、格式解析能力及评分潜力。可选择针对特定职位描述进行匹配分析。

Input Handling

输入处理

Read the resume from a file path, upload, or pasted text. If not provided, ask for it.
Optionally accept a job description to match against. Ask: "Do you have a specific job description you'd like me to match against, or should I analyze for general keyword coverage based on the roles your resume targets?"
从文件路径、上传文件或粘贴文本中读取简历内容。若未提供简历，则向用户索要。
可选择性接受职位描述用于匹配分析。询问用户：“你是否有特定的职位描述希望我用来做匹配分析，还是我应该根据你的简历所针对的岗位，进行通用关键词覆盖情况分析？”

Process

处理流程

Step 0: Document Type Identification

步骤0：文档类型识别

Same as review skill. Skip if type context already exists.
After identification, check ATS applicability:
If the document type has "Not applicable" for ATS (academic, Europass, creative), inform the user:
"This is a [type] — it's evaluated by [evaluation method], not by ATS systems. ATS optimization isn't relevant for this document type. Would you like me to [suggest appropriate optimization for this type] instead?"
If the document type is Federal Resume, inform the user:
"Federal resumes are evaluated through USAJOBS HR scoring, not commercial ATS systems. The keyword and format rules are different. I can analyze your resume against USAJOBS-specific requirements instead. Would you like to proceed with federal-specific optimization?"
Only proceed with the standard ATS analysis for document types where ATS is applicable.
与简历审核Skill流程相同。若已存在文档类型上下文，则跳过此步骤。
识别完成后，检查ATS适用性：
如果文档类型属于ATS不适用的类型（学术简历、Europass简历、创意类简历），告知用户： “这是一份[文档类型]简历，这类简历由[评估方式]进行评估，而非ATS系统。ATS优化对此类文档类型并不适用。你是否希望我为你提供[针对该类型的合适优化建议]？”
如果文档类型是联邦简历，告知用户： “联邦简历通过USAJOBS的HR评分系统进行评估，而非商业ATS系统。其关键词和格式规则有所不同。我可以针对USAJOBS的特定要求对你的简历进行分析。你是否希望继续进行联邦简历专属优化？”
仅对ATS适用的文档类型执行标准ATS分析。

Step 1: Format & Parsing Check

步骤1：格式与解析检查

Read 
${CLAUDE_PLUGIN_ROOT}/skills/review/references/ats-guide.md
for the full ATS reference.
Check for format issues that cause ATS parsing failures:
  • Special characters: Unicode arrows, em dashes, smart quotes, non-standard bullets
  • Section headers: Standard naming vs. creative headers parsers won't recognize
  • Date formats: Consistency and parseability
  • Contact info: Positioned where parsers expect it (top of document)
  • File format: Note risks with the input format
  • Layout: Multi-column layouts, tables used for formatting, text boxes
  • Abbreviations: Any abbreviation not also spelled out at least once
Report each issue with severity: will break parsing / may cause issues / minor risk.
阅读
${CLAUDE_PLUGIN_ROOT}/skills/review/references/ats-guide.md
获取完整的ATS参考指南。
检查可能导致ATS解析失败的格式问题：
  • 特殊字符：Unicode箭头、长破折号、智能引号、非标准项目符号
  • 章节标题：标准命名与解析器无法识别的创意标题
  • 日期格式：一致性与可解析性
  • 联系信息：是否位于解析器预期的位置（文档顶部）
  • 文件格式：标注输入格式存在的风险
  • 布局：多栏布局、用于格式排版的表格、文本框
  • 缩写：任何未至少完整拼写一次的缩写
报告每个问题并标注严重程度：会导致解析失败/可能引发问题/轻微风险。

Federal-Specific Analysis (if document type is Federal Resume)

联邦专属分析（若文档类型为联邦简历）

If the user has provided a vacancy announcement or job description:
  1. Extract KSAs from the vacancy announcement
  2. Map each KSA to where it's addressed in the resume
  3. Check for verbatim or near-verbatim language matching
  4. Identify KSAs that are missing or only implied
  5. Check specialized experience coverage
  6. Verify all required data fields are present
  7. Estimate scoring potential on the 70-100 point scale
Present as a federal scoring analysis rather than an ATS compatibility check.
如果用户已提供空缺公告或职位描述：
  1. 从空缺公告中提取KSAs（知识、技能与能力）
  2. 将每个KSA与简历中对应的内容进行匹配
  3. 检查是否有完全匹配或近似匹配的表述
  4. 识别缺失或仅隐含提及的KSAs
  5. 检查专业经验覆盖情况
  6. 验证所有必填数据字段是否齐全
  7. 估算在70-100分制下的潜在评分
以联邦评分分析的形式呈现结果，而非ATS兼容性检查。

Step 2: Keyword Coverage

步骤2：关键词覆盖情况

If a job description was provided:
  1. Extract required and preferred keywords from the JD
  2. Categorize as: technical skills, soft skills, tools/platforms, industry terms, certifications
  3. Map each keyword to where it appears in the resume (or note it's missing)
  4. Calculate match percentage by category
  5. Flag keywords in the resume that are NOT in the JD (potential noise for this specific role)
If no job description:
  1. Infer 2-3 likely target roles from the resume content
  2. Identify standard keywords for those roles using current market expectations
  3. Map coverage against those keyword sets
  4. Note high-value keywords that are absent
若提供了职位描述：
  1. 从职位描述中提取必需和优选关键词
  2. 分类为：技术技能、软技能、工具/平台、行业术语、认证
  3. 将每个关键词与简历中出现的位置进行匹配（或标注缺失）
  4. 按类别计算匹配百分比
  5. 标记简历中存在但职位描述中没有的关键词（针对该特定岗位可能属于冗余内容）
若未提供职位描述：
  1. 从简历内容推断2-3个目标岗位
  2. 根据当前市场需求确定这些岗位的标准关键词
  3. 检查简历对这些关键词集的覆盖情况
  4. 标注缺失的高价值关键词

Step 3: Keyword Placement Analysis

步骤3：关键词位置分析

ATS systems weight keywords differently by location:
  1. Skills section: Most directly parsed; boolean keyword matching
  2. Job titles: Heavily weighted for role matching
  3. Bullet points: Contextual matching, NLP-based scoring
  4. Summary/Competencies: Weighted by some systems, treated as keyword bank by others
Check whether important keywords appear in high-weight locations vs. only in free text.
ATS系统对不同位置的关键词权重不同：
  1. 技能部分：最直接被解析；采用布尔关键词匹配
  2. 职位头衔：对岗位匹配的权重极高
  3. 项目符号列表：基于NLP的上下文匹配与评分
  4. 摘要/核心能力：部分系统会赋予权重，其他系统将其视为关键词库
检查重要关键词是否出现在高权重位置，还是仅出现在自由文本中。

Step 4: Scoring Estimate

步骤4：评分估算

Based on the analysis, estimate performance:
  • Keyword match rate: Percentage of expected keywords present
  • Keyword placement: Are key terms in parseable locations?
  • Format risk: Could parsing issues cause keyword loss?
  • Title alignment: Do job titles match common search terms?
Assign overall ATS readiness: Strong / Moderate / Needs Work.
基于分析结果，估算简历的表现：
  • 关键词匹配率：预期关键词的出现百分比
  • 关键词位置：关键术语是否位于可解析的位置？
  • 格式风险：格式问题是否会导致关键词丢失？
  • 头衔匹配度：职位头衔是否符合常见搜索术语？
给出整体ATS就绪度评级：优秀 / 良好 / 需改进

Step 5: Recommendations

步骤5：优化建议

Provide specific, actionable recommendations:
  1. Must-add keywords: Missing high-value terms with suggested placement
  2. Format fixes: Specific characters or structures to change
  3. Keyword placement moves: Terms to add to the Skills section
  4. Title considerations: Whether titles need context for ATS matching
  5. Abbreviation expansion: Terms that need both forms
For each recommendation, specify exactly where in the resume to make the change.
提供具体、可执行的优化建议：
  1. 必加关键词：缺失的高价值术语及建议放置位置
  2. 格式修正：需修改的特定字符或结构
  3. 关键词位置调整：需添加到技能部分的术语
  4. 头衔调整建议：是否需要为ATS匹配调整头衔表述
  5. 缩写扩展：需同时保留缩写和完整拼写的术语
针对每条建议，明确指出在简历中需要修改的具体位置。

Step 6: Tension Management

步骤6：权衡管理

Note conflicts between ATS optimization and human readability:
  • Keywords that help ATS but sound unnatural — suggest placing in Skills rather than bullets
  • Format changes that improve parsing but hurt visual design
  • Keyword density that helps scoring but creates a stuffed impression
Frame these as trade-offs and let the user decide.
标注ATS优化与可读性之间的冲突：
  • 有助于ATS但表述生硬的关键词——建议放置在技能部分而非项目符号列表中
  • 提升解析能力但影响视觉设计的格式修改
  • 有助于评分但可能导致关键词堆砌的密度
将这些作为权衡点呈现，由用户自行决定。

Rules

规则

  • Never recommend keyword stuffing. Each keyword should appear 1-3 times in natural context.
  • Distinguish between must-have keywords (likely filter criteria) and nice-to-have (scoring boost).
  • If the JD uses different terminology than the resume for the same concept, flag both terms.
  • Consider both exact-match ATS (older systems) and NLP-based ATS (modern systems).
  • Always preserve human readability. ATS optimization should be invisible to a human reader.
  • The Skills section is a keyword bank for ATS. Core Competencies is a leadership signal for humans. Both can exist and serve different audiences.
  • 绝不建议关键词堆砌。每个关键词在自然语境中出现1-3次即可。
  • 区分必备关键词（可能是筛选标准）和加分关键词（提升评分）。
  • 如果职位描述与简历中对同一概念使用了不同术语，同时标注这两个术语。
  • 同时考虑精确匹配类ATS（旧系统）和基于NLP的ATS（现代系统）。
  • 始终保留可读性。ATS优化应对人类读者不可见。
  • 技能部分是ATS的关键词库，核心能力部分是面向人类的领导力信号。两者可以共存并服务不同受众。