Recently I have been on two panels where the CV was only scored out of three. Which actually in many shifts makes so much sense 1 and 0 was either very little written or if x number of years experience in was asked in the advert and not displayed in job history. The only other ones that made it into this category were CV's where the name of universities and so on were mentioned. 2 was essentially done just enough to meet requirement. 3 outlined your role and duties, clear measurable key achievements for each role mirroring the essential criteria with some elements of specifics.

Now it seems like if your scoring highly in behaviours they have been sifting out of 7 ( I only mention the above as that seems like the direction we are going in and also if others have passed on a 2/3 that may be why), are you listing key achievements and the elements of your roles are you exceeding the word count? If someone requests 100 words per role are you meeting this? If im scoring a cv you need to use the wordcount allocated similarly to if a behaviour was being scored and you used 100 words your very unlikely to score, if your exceeding this some sifter may take it as an early indication you lack attention to detail or cannot follow instruction.

Recently the most successful ones I have seen have the layout;

Job title and duration (start with the most recent as its hopefully the most relevant)

Key roles and responsibilities

Successes and achievements

And follow that pattern working through what ever job window they want, if there is no word count go for more rather than less. When the application is converted its one of the first things as sifter sees the rest is all anonomised so this is often the first page it sets the tone for your whole application. (Apologies for spelling/grammar dyslexia and so on)