ATS screens, CVs and Selection Criteria
Many executives tend to focus more on listing their previous roles rather than showcasing their achievements in their CVs and application letters, often missing the mark on demonstrating their alignment with an employer's selection criteria. With the growing reliance on AI and Applicant Tracking Systems (ATS) in the recruitment process, this approach leads to many perfectly-qualified candidates being filtered out as irrelevant before their applications reach a human reviewer.
What are selection criteria?
Selection criteria in the context of executive appointments refer to the specific skills, experience, qualifications, and personal attributes that an employer is looking for in a candidate to fill a high-level executive position. Examples of selection criteria include strategic leadership experience, financial management expertise, successful track record in driving business growth, and demonstrated ability to work effectively with a diverse range of stakeholders. Meeting these criteria is generally understood as a key factor in successfully securing an executive appointment. But it is also a crucial factor in writing a CV and cover letter.
Commonly referred to as Job Specifications, Position Requirements, and Competency Frameworks, selection criteria act as a comprehensive guide for applicants, covering both the technical skills required and the personal attributes favoured.
Why aligning a CV to selection criteria is essential to pass an employer's ATS filters
In a number of ways, an employer's applicant tracking system (ATS) may influence how selection criteria are addressed by an applicant. The ATS may automatically scan CVs and cover letters for specific keywords or phrases contained within the job description. If a CV or cover letter does not include these keywords, the ATS may reject the candidate even if they are genuinely qualified for the post.
Second, the ATS can be used to analyse CVs and application materials based on key selection criteria such as an applicant's accomplishments, experience, education, or talents. This might help employers find the most qualified candidates, but it can also make it more difficult for applicants who have not highlighted key qualifications or experience in their CV or application.
It is estimated that up to 70% of CVs are rejected during the ATS screening process. ATS algorithms are designed to swiftly and reliably identify the most qualified candidates for a job, and many CVs routinely fail to match the job description, keywords or selection criteria.
How do you address selection criteria?
The sequence for addressing selection criteria in an executive job application typically includes the following steps:
- Explicit selection criteria - Carefully read the job advertisement and the selection criteria to understand the specific skills, knowledge, and experience that the employer is looking for in a candidate.
- Unspoken selection criteria - Engaging directly with recruiters, employers, and your professional network can reveal crucial but unadvertised selection criteria. Ask about company culture, market shifts, regulatory impacts, and economic considerations. Additionally, discussions within your peer network can provide insider insights into the organisation's unspoken needs and expectations, enabling you to tailor your application to align with both the visible and hidden demands of the role.
Caution is advised in relying on job descriptions, that are often maintained by compensation teams and rarely updated, possibly not reflecting current role requirements. The gap between these descriptions and what the decision-makers seek can be considerable, with 'minimum criteria' usually the only reliable indicator. Direct engagement with recruiters or leveraging networks for insights into the role's actual demands can provide a more accurate guide.
- Gather evidence - Bring together details of your qualifications, skills, knowledge, and experience that best demonstrate how you meet the selection criteria. This may include certificates, awards, and testimonials from previous employers or colleagues.
- CV Alignment - Use the information you have gathered to tailor your CV to the job, highlighting your key achievements, skills, and experience that match the requirements of the employer.
- Accomplishment focus - Use specific examples and evidence to demonstrate how you meet the selection criteria. Make sure to address all the key points and use a clear, concise, and logical structure.
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Employers truly want you to be successful in your application because they want to hire the best applicant for the job. In their use of key terms in the job posting, selection criteria, and job description, they've essentially told you what they're looking for in your CV.
Do employers scan CVs for psychometric factors?
Employers do not (yet) check CVs for psychometric criteria such as personality traits or cognitive abilities. While some organisations use psychometric testing as part of their employment process, it is usually done after a candidate has been chosen for an interview. A CV's major aim is to give employers a clear and comprehensive overview of a candidate's skills, experience, and qualifications, and to assist them in determining which individuals are most suited for the job. While companies may use other methods to analyse a candidate's personality or cognitive ability, like as interviews or reference checks, this is not normally done through a CV scan.
However, if you pass the ATS screen, your CV will be read by a human and your choice of language and its sentiment will speak to your character.
Is AI used by an ATS to screen CVs?
Many applicant tracking systems (ATS) employ artificial intelligence (AI) to aid in the automation of the screening and evaluation of job applications. Algorithms and natural language processing can be used by AI-powered ATS systems to scan and evaluate CVs, extracting crucial information and identifying qualified candidates. An AI-powered ATS system, for example, may be able to identify certain talents and experiences indicated in a CV and compare them to the job ad requirements to determine which individuals are most qualified. Furthermore, an AI-powered ATS system may be able to analyse and evaluate the language used in a CV, as well as identify well-written and easy-to-read CVs. ATS solutions that use AI can assist companies in rapidly and efficiently identifying quality applicants from a vast pool of job applications.
What stops an employer using ATS to discriminate against certain candidates?
While there are precautions, it is important to remember what NOT to include in a CV. Algorithms are proprietary, and not all executive positions are located in the United Kingdom or filled by British citizens.
Employers can tailor their applicant tracking systems (ATS) to their individual requirements and preferences. For example, an employer may be able to modify the criteria and algorithms used by the ATS to analyse and score job applications in order to better match their organisation's needs and preferences.
An example of a cover letter cover letter that aligns a candidate's attributes with an employer's selection criteria, culture, and ethos
Dear [Hiring Manager's Name],
I am writing to express my interest in the [Position Name] advertised on [where you found the job posting]. With a [brief description of your professional background] and a keen understanding of [specific sector/industry], I am excited about the opportunity to contribute to [Company Name], a company I greatly admire for its [mention a known company value or achievement].
In my current/previous role as [Your Last Position], I [describe a major accomplishment or a project you led/initiated], demonstrating my ability to [mention how this aligns with the job criteria or company ethos]. This experience has not only honed my skills in [mention relevant skills] but also instilled a deep appreciation for [mention any company culture, ethos, or values that resonate with you].
I am particularly drawn to this role at [Company Name] because of its commitment to [mention a specific aspect of the company’s mission, culture, or values you admire]. [Provide a brief explanation of how your values, experience, or skills align with this aspect]. For example, my experience with [give an example of how your past work aligns with the job requirements and company ethos] aligns closely with [Company Name]'s objectives.
Moreover, my proficiency in [mention a key skill related to the job and selection criteria] was demonstrated when I [describe a relevant achievement or project]. This experience underscored the importance of [tie this back to how it aligns with the company’s goals or values], an approach I understand [Company Name] values deeply.
I am enthusiastic about the opportunity to bring my unique talents to the team at [Company Name] and contribute to your continued success. I look forward to the possibility of discussing this exciting opportunity with you. Thank you for considering my application. I am available at your convenience for an interview and can be reached at [your phone number] or via email at [your email address].
Yours [Faithfully/Sincerely],
[Your Name]
Simply tweaking your cover letter and submitting a standard CV won't suffice for executive and board-level positions nowadays. Your entire submission must be meticulously customised to align with the job's selection criteria, which may be directly stated or require careful deduction through company research.
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