Many employers are quietly questioning the quality of applications they're receiving. If you think the standard of applications is poor, you’re not imagining it - new research shows just 30% of recruiters rate their incoming applications as high quality. If you’re finding it tough to sift through the noise to get to the talent, you’re in good company. So, what’s going on?
Why is application quality declining?
According to findings reported in HRreview, only a minority of recruiters are happy with the applications they’re getting. While there’s still competition for the best talent, the sharp drop in quality isn’t necessarily about candidate shortages (in fact, candidate supply is booming). It’s more often a sign of misalignment - between what you need, what’s advertised, and how it’s communicated.
With the rise of quick-click applications and AI-generated CVs, many candidates now apply broadly, regardless of suitability. Meanwhile, vague or overly generic role descriptions give little clarity on the competencies required. The result is more applications, but fewer relevant ones.
The hidden cost to your business
Low-quality applications don’t just make your recruitment process inefficient; they can slow down your time-to-hire and drive up costs. Your team wastes valuable hours screening unsuitable CVs, and top talent can be lost while you're stuck in the weeds.
Worse still, if your hiring managers are regularly disappointed with shortlists, it can lead to disengagement with your internal recruitment processes, or rushed hiring decisions based on poor options. Either way, it’s a threat to productivity.
Getting proactive with attraction strategy
With some reflection and planning, you can take control of the quality issue. Start by reviewing how your opportunities are positioned. Are your role descriptions clear, specific, and aligned with the expectations of the type of candidate you want to attract?
Think beyond responsibilities and instead think about what skills and behaviours are non-negotiable? What does success look like in the first six months? Setting this out helps potential applicants self-select, and helps you filter more effectively too.
If you’re still struggling to attract the right people, consider your employer branding and visibility. Are you reaching the right audience, in the right places, with a compelling reason to consider your opportunity?
Leaning on trusted recruitment partners
Working with a specialist recruitment agency like us can be a game-changer here. We spend time truly understanding your business and the roles you have. We understand your culture, strengths and weaknesses, and the role potential. We then pre-screen candidates thoroughly and only send you talent we’d hire ourselves. It means less wading through unsuitable CVs and more meaningful conversations with people who are genuinely right for the role.
We also help you shape your role descriptions and requirements, using insight from what’s working in the current market. That ensures your opportunity is competitive, realistic, and aligned with candidate expectations, which are all key factors in securing high-calibre applicants.
The bottom line
If you’re finding that your application pile looks big but feels thin on quality, it may be time to review your approach. With smarter attraction tactics and the right recruitment partner, you can refocus on the quality, not just the quantity.
Let’s work together to ensure excellent candidate quality. Call us on 020 7870 7177.