Less than one in three (30%) recruiters said they received high quality job applications for their most recent hire, according to new research from Totaljobs. The findings highlight the market-wide challenge when it comes to application quality, rising hiring expectations, and evolving candidate behaviours.
The Hiring Challenge: Application Quality and Overwhelmed Recruiters
Poor-quality applications remain a major pain point for businesses, proving both costly and time-consuming. Nearly two-thirds of recruiters (63%) say they still manually review applications, often finding themselves overwhelmed with hundreds of CVs and cover letters, making the search for standout candidates increasingly difficult.
At the same time, strict application criteria and high expectations may be eliminating qualified individuals. 23% of recruiters rejected candidates due to unexplained employment gaps, while 30% favour significant tenure at a previous company, and 28% prioritise experience at top-tier employers.
Natalie Matalon, Chief People Officer at the Stepstone Group, commented:
“There’s a clear disconnect between hiring expectations and the realities of the job market. While recruiters focus on finding the ‘perfect’ candidate, they may inadvertently overlook strong applicants due to rigid hiring criteria. Unexplained employment gaps, tenure requirements, and experience at top-tier employers are often prioritised, yet these factors don’t always determine a candidate’s ability to excel in a role. Businesses need to shift towards a more inclusive and skills-focused approach to hiring, ensuring they aren’t narrowing the talent pool unnecessarily.”
Heavy Reliance on CVs & Traditional Screening Methods
Despite advancements in recruitment technology, 78% of recruiters still rely primarily on CVs to evaluate applications, with 58% also using application forms. More than half (51%) request references and recommendations, while 45% request a cover letter.
However, the research points to cover letters losing relevance—48% of recruiters support their removal, and 26% candidates have opted out of applying for roles that require them.
The Growing Role of AI in Applications – But Does It Help?
AI is becoming an essential tool for candidates, with over two thirds (67%) using AI to tailor their applications, and 65% using the technology to generate or refine cover letters.
The vast majority of recruiters (82%) acknowledge that AI has improved the professionalism of applications and enhanced overall quality (74% agree). However, 74% also stated that AI-generated applications feel less authentic, raising concerns about whether AI-driven improvements translate to better hires.
Matalon continued: “AI is transforming the job application process, helping candidates refine their CVs and applications to appear more polished. However, while AI enhances presentation, it does not replace human judgment. Many recruiters believe AI-generated applications feel less authentic, which is why businesses must maintain a balance—leveraging AI for efficiency while ensuring human involvement in screening applicants to assess true potential.
“With hiring becoming increasingly competitive, businesses must rethink their approach to attracting and selecting candidates. Relying solely on traditional screening methods and stringent criteria could mean missing out on exceptional talent. By focusing on clear job descriptions, streamlined application processes, and a balanced integration of AI and human evaluation, businesses can improve application quality and ultimately secure the best hires.”
Tips for Businesses to Improve the Quality of Applications
Write clear and detailed job descriptions: Writing without jargon and including the essential requirements, ‘nice-to-have’s, flexible working arrangements and a salary range can help jobseekers make an informed decision to apply.
Review your screening criteria: Looking for the ‘perfect candidate’ can unwittingly introduce bias into hiring. Reassess what really is an essential quality for the role in question and reevaluate screening criteria on that basis.
Customise your ATS filters: Applicant tracking systems can help recruiters use keyword matching and pre-set criteria or questions to filter out candidates, reducing manual screening processes.
Use platforms with a smart candidate matching system: Use platforms with a smart candidate matching system to streamline the hiring process. Many recruiters rely on structured criteria and pre-application questionnaires to assess skills, competencies, and cultural fit, ensuring they can effectively filter out unsuitable applications. Totaljobs’ candidate matching tool also serves as a screening mechanism, helping recruiters quickly identify and connect with top candidates best suited for their roles.
Improve the user experience of your application process: With competition for talent high, businesses lose out on candidates when their application process isn’t user-friendly. By simplifying application processes with auto-fill features and providing a straightforward user experience, employers can convert clicks into applications.
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