Quality vs. Quantity in job applications: What recruiters really want

In todays competitive hiring landscape, recruiters face a consistent challenge: managing high volumes of job applications while securing the right candidate quickly.

While it can be tempting to focus on driving up applicant numbers, a recent survey conducted by Totaljobs of 624 UK recruiters makes one thing abundantly clear: quality beats quantity when it comes to successful hires.

How recruiters can improve their hiring pipeline

With strategic improvements, recruiters can boost efficiency and quality simultaneously. [

Before screening: build a strong foundation

• Clarify role requirements: Go beyond vague titles—list key technical skills, certifications, or industry knowledge needed.
• Set non-negotiables: If proof of right to work, specific software skills, or certain certifications are essential, make that non-negotiable from the start.
• Automate intelligently: Use applicant tracking systems (ATS) that can pre-screen based on keywords, but also set a human review stage to catch highly promising outliers.

During screening and interviews: focus on alignment

• Implement structured interviews: Standardised questions ensure fair evaluations across all candidates.
• Use scorecards: Rate candidates on critical competencies, rather than relying on vague “feelings” or personal bias.
• Test real-world skills: Short technical assignments or case study exercises relevant to the role can reveal more than a CV ever will.

After hiring: close the loop

• Gather feedback: Ask candidates about the hiring process to identify any roadblocks or points of confusion.
• Analyse success metrics: Track not just time-to-hire but retention rates, performance reviews, and cultural fit over the first 6-12 months to refine your strategy.

The pitfalls of prioritising quantity over quality

It’s tempting, especially in industries facing a talent shortage, to open the floodgates and encourage as many applications as possible. But this approach rarely leads to better outcomes.

Here’s why:

• Recruiter burnout: More applicants mean more time spent sifting through unsuitable candidates.
• Increased risk of bad hires: Rushing to fill a role from a large, unfocused pool increases the likelihood of costly turnover.
• Brand damage: A poor hiring experience for candidates can reflect badly on your company’s reputation in tight industries where word-of-mouth matters.

Instead, a sharper focus on role-fit, preparation, and communication not only improves outcomes but also enhances your organisations’s employer brand in the long term.

A quality-first strategy wins every time

In recruitment, success doesn’t come from collecting hundreds of CVs, it comes from identifying, attracting, and securing the right candidate efficiently. Prioritising quality over quantity ensures that:

• Recruiters spend time on candidates most likely to succeed.
• Hiring managers see better candidates faster.
• New hires deliver value more quickly and stay longer.

By refining job descriptions, enhancing screening processes, and focusing on meaningful criteria, recruiters can build stronger teams, faster and create a positive experience for candidates along the way.

Download the complete How to improve the quality of job applications you receive report for more insights and tools to help you hire smarter in 2025.

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Volume vs. Value: The reality behind application numbers

Across organisations of all sizes, the median number of applications per vacancy is 22. That figure varies slightly depending on the size of the organisation—18 for SMEs and 30 for large enterprises—but the story remains the same:

This narrowing funnel shows how selective recruiters must be from the outset.

Simply attracting a high number of applicants doesn’t necessarily lead to better hires. A leaner, more qualified pool of candidates almost always leads to better results.

For recruiters, this insight reinforces the importance of clear job descriptions, targeted outreach, and strategic pre-screening to ensure time is spent on the most promising applicants.

Why candidates are rejected early

Understanding the most common reasons candidates fail early in the hiring process can help recruiters refine both their job postings and their initial evaluation criteria. Here’s what our survey found:

• Lack of relevant skills (70%)
• Lack of relevant work experience (58%)
• Poorly formatted applications (33%)
• Incomplete documents or missed instructions (26%)
• Unexplained employment gaps (23%)

For recruiters, these findings are especially significant. However, some roles may sometimes allow for broader learning curves, positions often require niche expertise or specific technical experience. Thus, screening for skill relevance early, and communicating expectations clearly in job ads can significantly reduce wasted effort.

Why candidates fall at the interview stage

Even when candidates make it past screening, many still fall short during interviews.

The top reasons include:

• Poor communication skills (47%)
• Insufficient technical or role-specific skills (43%)
• Negative attitude or demeanour (39%)
• Inability to handle technical or behavioural questions (36%)
• Inadequate preparation for the interview (34%)

This highlights a crucial point for recruiters: technical expertise must be matched with strong interpersonal skills. In client-facing, cross-functional, or leadership roles, poor communication can be a deal-breaker, regardless of technical proficiency.

Tip: Introduce behavioural interviews and technical assessments early to ensure a more accurate measure of candidate fit before final rounds.

What recruiters should prioritise during screening and hiring

With so many applications to sort through, it’s vital for recruiters to zero in on what really matters. Our research highlights some key priorities.

Essential application components

According to our research, the most essential elements of the application process from a recruiters perspective include:

• CV (expected by 78% of recruiters)
• Completed application form (58%)
• References (51%)
• Cover letter (45%)

Missing one of these critical documents can often be grounds for immediate rejection. Setting clear expectations in the job description about required documents can help streamline the process.

Top evaluation criteria

When assessing candidates, recruiters place the highest importance on:

• Proof of right to work in the UK (78%)
• Clear and professional communication (72%)
• Completion and quality of application documents (71%)
• Skills alignment with the role (71%)
• Proficiency in English (or required language skills) (64%)

In contrast, factors like having a professional photo (16%) or experience at top-tier employers (28%) were considered far less important.

What this tells us: recruiters aren’t swayed by glossy CVs or an employment history littered with big-names. They want practical, legally compliant, well-communicated, role-specific experience.