Research from Totaljobs has found less than one in three (30 per cent) recruiters said they received high quality job applications for their most recent hire. The findings highlight the market-wide challenge when it comes to application quality, rising hiring expectations, and evolving candidate behaviours.
Poor-quality applications remain a major pain point for businesses, proving both costly and time-consuming. Nearly two-thirds of recruiters (63 per cent) 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 per cent of recruiters rejected candidates due to unexplained employment gaps, while 30 per cent favour significant tenure at a previous company, and 28 per cent prioritise experience at top-tier employers.
“There’s a clear disconnect between hiring expectations and the realities of the job market,” said Natalie Matalon, Chief People Officer at the Stepstone Group. “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.”
Despite advancements in recruitment technology, 78 per cent of recruiters still rely primarily on CVs to evaluate applications, with 58 per cent also using application forms. More than half (51 per cent) request references and recommendations, while 45 per cent request a cover letter.
However, the research points to cover letters losing relevance—48 per cent of recruiters support their removal, and 26 per cent candidates have opted out of applying for roles that require them.
AI is becoming an essential tool for candidates, with over two thirds (67 per cent) using AI to tailor their applications, and 65 per cent using the technology to generate or refine cover letters. The vast majority of recruiters (82 per cent) acknowledge that AI has improved the professionalism of applications and enhanced overall quality (74 per cent agree). However, 74 per cent also stated that AI-generated applications feel less authentic, raising concerns about whether AI-driven improvements translate to better hires.
“AI is transforming the job application process, helping candidates refine their CVs and applications to appear more polished,” Matalon continued, “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.”
