CVs, ATS screens, & Selection Criteria
Many executives focus too heavily on listing past roles and responsibilities, rather than carefully curating outcome-driven achievements that demonstrate alignment with an employer’s selection criteria. As a result, their CVs fail to signal relevance to AI-driven Applicant Tracking Systems (ATS), leading many well-qualified candidates to be filtered out before their application ever reaches a human reviewer.
What are selection criteria?
Selection criteria in executive recruitment refer to the specific skills, experience, qualifications, and attributes an employer expects from candidates applying for senior roles. These may be both qualitative and quantitative, such as strategic leadership, financial management expertise, a track record of driving business growth, or the ability to influence a wide range of stakeholders. Meeting these criteria is essential not only to securing an executive appointment, but also to shaping a CV, application documents, LinkedIn profiles, bios, and cover letter that are relevant, targeted, and persuasive.
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
Applicant Tracking Systems (ATS) are designed to screen CVs and cover letters against an employer’s published selection criteria. These proprietary systems are routinely programmed to, for example, search for keywords and phrases that match the required skills, experience, and attributes in the job description. If your CV does not reflect these elements clearly, the ATS may classify it as irrelevant, regardless of your actual qualifications.
Beyond keyword matching, many ATS platforms use AI to assess how well a CV demonstrates alignment with the employer’s broader selection criteria. This includes measurable achievements, relevant qualifications or experience, and sector-specific capabilities. Applicants who fail to structure their CVs around these expectations are likely to be filtered out before any human reviewer is involved.
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.
Robot-led CV writing makes you sound generic, keyword-stuffed, foreign or misaligned to the job description. I can spot it a mile off, and so can most HR people. It’s the same wording, line spacing, punctuation and it's cliche-ridden. So ironically you might be rejected for not being a real person!
~ Elle Bradshaw
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Employers expect clear evidence that you understand the role and their specific needs. Sending the same CV for multiple executive applications, accompanied by a lightly edited cover letter, is an all-too-common and costly mistake. Tailor your CV for each application; align your skills, experience, and accomplishments directly with the selection criteria. Demonstrate that you are not only qualified, but also the right strategic fit for the organisation.
Do employers scan CVs for psychometric factors?
Employers do not (yet) check CVs for psychometric criteria such as personality traits or cognitive abilities. 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 to be shortlisted.
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?
It depends on the specific applicant tracking system (ATS), as these are proprietary and vary in sophistication. Some are more advanced than others, and many are customised by the employer to suit their preferences.
AI-enabled ATS tools are designed to help employers identify qualified applicants more efficiently from a high volume of submissions. They may use algorithms and natural language processing to scan and evaluate CVs, extracting key information and comparing it against the job advert. For example, the system might look for specific skills, qualifications, and experience and assess how well the language used aligns with the role.
AI-enabled ATS' can screen for clarity and readability, sometimes preferring well-structured CVs written in natural, human-like language. Conversely, they may quickly weed out applications that appear obviously AI-generated.
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. ATS algorithms are proprietary and thus open to abuse, and not all executive applications are evaluated in the United Kingdom.
Beyond 'technical fit'
Employers assess more than just technical fit; they look for signals of cultural alignment, leadership style, and adaptability. Tailoring the tone and framing of your CV to reflect the organisation’s values and context can demonstrate implicit fit, helping you stand out as the right strategic match.
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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Elle Bradshaw in a The Daily Telegraph article by Liz Hoggard.
