Your Curriculum Vitae (CV) is the single most important document in your job search, but for Sri Lankan applicants, the rules of the game have changed. Today, your CV must pass two gatekeepers: the Applicant Tracking System (ATS) used by major MNCs and PLC’s, and the busy HR professional at a local firm.
This guide provides the insider knowledge—validated by recruitment best practices—to ensure your CV wins on both counts, transforming it from a mere list of duties into a powerful marketing tool.
1. Beating the ATS: The Non-Negotiable First Hurdle
Many large companies in Sri Lanka (e.g., Dialog, John Keells, KPMG) use ATS software to filter candidates. If your CV is not formatted correctly, a machine will reject it before a human ever sees it.
Here’s the ATS-Friendly checklist:
- Simplicity: AVOID complex designs, tables, columns, graphics, or text boxes. Stick to a simple, single-column Word document (saved as a basic .docx or text-based PDF).
- Headings: Use standard, non-creative headings that the ATS recognizes: Work Experience, Education, Skills, Contact Information. (Avoid: “Where I’ve Worked,” “My Journey”).
- Keywords: This is critical: Match the job description exactly. If the advertisement asks for a “Financial Analyst,” your CV should use that exact term. Incorporate keywords naturally in your Summary and Skills sections.
- Fonts & Size: Use standard, clear fonts like Arial, Calibri, or Times New Roman (11pt or 12pt).
- Contact Info: Do not put your Name, Phone Number, or Email in the header or footer, as ATS often ignores these sections. Place them plainly at the top of the main body text.
2. The Achiever Mindset: Focus on Measurable Impact
HR Managers at top local firms do not want a list of vague responsibilities; they want proof that you can generate results. This is the core of your professional value.
Mistake: The “Responsible For” Trap
Recruiters immediately flag bullet points that start with passive language like “Responsible for managing reports.”
- Instead of: Responsible for managing the company’s internal accounts. Write This: Streamlined the month-end closing process, reducing reporting time by 4 days using advanced MS Excel functions.
- Instead of: Handled customer complaints and client inquiries. Write This: Improved customer retention by 15% in Q2 by developing and implementing a new structured client feedback system.
- Instead of: Managed the social media marketing accounts. Write This: Generated 30% more qualified sales leads through targeted Instagram and LinkedIn campaigns over a six-month period.
3. The Photo & Personal Data: Navigating Local Nuance
The decision to include a photo is a highly-debated local nuance. Here is the safest advice for the Sri Lankan job market:
- For Multinational (MNC) / IT / Finance Roles: Omit the Photo (Safer). MNCs often follow strict international anti-bias laws. A photo introduces risk of bias and can cause ATS issues. Focus purely on skills.
- For Traditional Local Firms / Customer-Facing Roles (Hotel, Admin): Optional/Often Expected. For high-contact roles, local custom sometimes still favors a professional, passport-style photo for memorability. If you include one, ensure it is professional and on a neutral background.
- Final Rule: When in doubt, leave it out. Your LinkedIn profile already provides a professional picture. Direct recruiters to your profile instead.
Immediate Rejection Red Flags
HR Managers in Sri Lanka will instantly reject a CV for:
- Irrelevant Personal Details: Unless explicitly requested, do not include Marital Status, Religion, or NIC Number. These details are irrelevant and can introduce unconscious bias.
- Poor Formatting & Typos: Grammar and spelling errors signal a critical lack of attention to detail and professionalism.
- Irrelevant Hobbies: Only include hobbies that demonstrate transferable soft skills (e.g., “Volunteer treasurer for local charity [demonstrates finance/leadership]”).
By focusing on ATS compatibility, quantifying your results, and navigating the local HR nuances, your CV will move past the screening process and demand attention from the hiring manager.
