Your essential guide to improve the quality of job applications you receive

In todays competitive UK hiring market, the volume of applications is at an all-time high, but quality remains the biggest challenge. According to our latest research with over 624 recruiters and 1,009 jobseekers, only 30% of recruiters say they received high-quality applications during their most recent hiring process.

Key findings from the research: defining application quality

• Less than 1 in 3 recruiters receive high-quality applications.
• 50% of applications fail to make it past the first screening stage.
• 70% of recruiters reject candidates for lacking relevant skills.
• 69% of jobseekers find job descriptions unclear.
• 74% of recruiters believe AI improves application quality but reduces authenticity.

High-quality applications are defined by:

• Relevant skills and experience.
• Clear, well-structured, and formatted documents.
• Accurate alignment with role requirements.

The four pillars of application quality

1. Writing clear, inclusive job descriptions

• Use jargon-free, searchable titles.
• Separate essential from desirable qualifications.
• Include salary ranges and flexible working options.
• Highlight company values and growth opportunities.

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2. Smart pre-screening and assessment tools

• Deploy structured pre-screening questions.
• Use skill-based assessments early in the process.
• Balance automation with human review.

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3. Objective interview processes

• Train interviewers on bias awareness.
• Implement structured interviews with scoring rubrics.
• Focus on competency-based evaluation.

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4. Leveraging technology without losing the human touch

• Use AI-powered ATS tools for efficient shortlisting.
• Supplement AI decisions with human insight.
• Audit AI systems regularly for fairness and effectiveness.

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Common pitfalls that undermine application quality

• Overly complex or lengthy application processes.
• Excessive focus on ‘perfect’ candidate profiles.
• Inflexible screening criteria that exclude non-traditional candidates.
• Poor communication and lack of feedback.

Recommended actions for recruiters

• Simplify the application process: Use mobile-friendly, auto-fill enabled forms. Be transparent: Share salary details and hiring timelines upfront.
• Focus on potential: Value transferable skills and soft skills.
• Review and refine: Regularly audit your job ads, screening methods, and interview processes.
• Invest in training: Equip your hiring team with tools and training on bias reduction and objective evaluation.

How candidates are adapting: the rise of ai-tailored applications

• 67% of jobseekers use AI to tailor CVs.
• 65% use AI to generate or refine cover letters.
• Despite polish, authenticity remains crucial, focus interviews on real experience.

Why quality over quantity wins

In the race for top talent, volume alone will not deliver the right hire. A quality-first strategy reduces time-to-hire, enhances candidate experience, and leads to stronger, longer-lasting hires. By refining your approach at every stage of the recruitment funnel, you can unlock better outcomes for both candidates and your organisation.

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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